Customer Complaint Resolution Manual - Maine

Customer Complaint Resolution ManualDecember 2014

The Maine Department of Labor provides equal opportunity in employment and programs. Auxiliary aids and services are available to individuals with disabilities upon request.

Maine CareerCenter Customer Complaint Resolution Manual • October 2014 1

Table of Contents

Maine CareerCenter Customer Complaint Resolution Manual. . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Customer Complaint Resolution Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

Local Office Responsibilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5

Complaint File Requirements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7

Quarterly Complaint Log Sheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

Completion of the Quarterly Log Sheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9

Sample of Completed Log Sheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

Types of Complaints . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

How to Handle Complaints Locally . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13

How to Handle Complaints at State Level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15

ETA Form 8429 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Completion of ETA Form 8429 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

Complaint Resolution . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19

Specific CareerCenter-Related Programs and Services. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Veterans Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21–22

H-2A Programs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23–24

Migrant and Seasonal Farmworkers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25

Trade Adjustment Assistance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26

Competitive Skills Scholarship Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27

Referred Complaints . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Department of Labor Personnel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29–30

Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31–34

Americans with Disabilities Act . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35

Wage and Hour Division . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .36

Division of Vocational Rehabilitation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37–39

Division of the Blind and Visually Impaired . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40–41

Maine CareerCenter Customer Complaint Resolution Manual • October 20142

State Complaint System Administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

State Complaint Resolution Administrator . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43–44

Hearings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45–47

Discontinuation of Services to Employers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48–51

Appendix A – Master List of Personnel and Contacts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53

State Agencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .54

Equal Opportunity Contacts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .55

Federal Agencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .56

Appendix B – Forms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .57–67

Appendix C – Sample Letters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .67–70

Appendix D – Posters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .71–78


Maine CareerCenter Customer Complaint Resolution ManualThe Maine CareerCenter system strives to assure that every customer’s needs are met and customers are satisfied with the services they receive . From time to time, customers of the employment services system may have complaints about processes, violations of employment laws, employer practices, discrimination, unsafe working conditions, and the like . This manual is designed to help CareerCenter staff respond to these complaints in a timely and efficient manner . Under federal law, it is our duty to do so within certain time constraints .

The processes described in this manual are intended for use for all customer complaints regarding programs and services offered by CareerCenters. This includes offices of Service Providers who administer the Workforce Investment Act programs as well as CareerCenter Service Points.

Except in cases where complaints need to be referred to a different or higher entity immediately, complaints should be resolved at the local CareerCenter level, and guidance is given here about how complaints are expected to be handled . Details are also included in this manual addressing how complaints not resolved at the local level should be referred to the appropriate agency or person .

This manual applies to, and is made available to, all CareerCenter and Service Provider management and staff .


Customer Complaint Resolution Policy

Policy Objectives

• Respond to and attempt to resolve customer complaints at the local level as quickly as possible, whenever appropriate .

• Ensure complaints are resolved to each customer’s satisfaction whenever possible .

• Provide CareerCenter managers and staff with an understanding of the formal complaint process for all programs operating within the CareerCenter .

• Define joint supervisor/managerial responsibilities for processing and resolving customer complaints.

Responsibility of CareerCenter Managers

It will be the joint responsibility of the CareerCenter Managers and Service Provider Managers to work collaboratively to ensure the complaint resolution process is carried out in a uniform, timely, and consistent manner . The Bureau of Employment Services (BES) CareerCenter Managers are responsible for forwarding all complaint resolution documentation to the State Complaint Resolution Administrator for their related Service Provider locations .

Guidelines

When possible, complaints and grievances will be resolved locally without invoking the more formal processes . The overall objective of the CareerCenter Complaint Resolution Process is to resolve complaints quickly to the satisfaction of the complainant whenever possible . The process for handling and responding to customer complaints is detailed in this manual .

Confidentiality

The identity of the complainant(s) and any persons who furnish information relating to, or assisting in, an investigation of a complaint shall be kept confidential to the maximum extent possible, consistent with applicable law and a fair determination of the complaint .


Local Office Responsibilities

1 . Copies of all complete ETA Form 8429 and all supporting documentation are required to be submitted to the State Complaint Resolution Administrator . Copies of the ETA Form 8429 must correspond to the quarterly complaint log .

2 . All complaints being referred to an enforcement agency or to the State Complaint Resolution Administrator should be submitted immediately with a copy of completed ETA Form 8429 and all supporting documentation . In some cases, there is a very short time allowed for resolving the complaint .

3 . At each local office where the Service Provider is co-located, the CareerCenter Manager shall be responsible for the management of the complaint system . If the complaint concerns an employee of the Service Provider or a program service provided by Service Provider staff, the CareerCenter Manager will collaborate with the Service Provider Manager on resolving or referring the complaint. All complaints, regardless of the staff employer, should be recorded on the log sheet and have an ETA Form 8429 completed .

4 . In a stand-alone WIA office, the Service Provider Manager will be responsible for carrying out the complaint system .

5 . Information pertaining to the use of the CareerCenter complaint system is publicized . This shall include the prominent display of a complaint system poster (“If You Have a Complaint…”) in each local office, satellite, or district office .

6 . CareerCenter-related complaints may be filed in any CareerCenter office or with the BES administrative office . All CareerCenter-related and non-CareerCenter related complaints, other than those involving discrimination and WIA-related matters, shall first be handled by the local CareerCenter Managers or assigned by the CareerCenter Manager to a local office employee trained in the process . The local WIA Service Provider Manager will attempt to resolve WIA Title I related complaints . Any WIA Title I related complaints unresolved by the local WIA Service Provider Manager must be referred to the Local Workforce Investment Board (LWIB) Executive Director for final local-level resolution . If the complaint remains unresolved, the complaint will be referred by the Executive Director to the State Complaint Resolution Administrator .

7 . There shall be an appropriate official available during regular office hours to take complaints in each local office .

8 . If a CareerCenter official receives a complaint in any form that is signed by the complainant and includes sufficient information to initiate an investigation ( It answers all the ETA 8429 complainant questions.) The document shall be treated as if it were a properly completed Complaint/Referral Form (ETA 8429) filed in person by the complainant .


a . The local office official shall send a confirming letter to this effect to the complainant (See sample in Appendix C – Notification of Complaint Referral) . b . If the complainant has not provided sufficient information to investigate the matter expeditiously, the local office official shall request additional information from the complainant .

9 . Within five days of the end of each quarter, the local CareerCenter: Manager will submit the Log sheet for the previous quarter and each corresponding complaint referral form ETA 8429+ to the State Complaint Resolution Administrator at the BES administrative office, for submission to the U .S . Department of Labor regional office .

10. Reporting ScheduleFirst Quarter July – September Report due October 5Second Quarter October – December Report due January 5Third Quarter January – March Report due April 5Fourth Quarter April – June Report due by July 5

11. Record retention Records regarding complaints and actions taken on the complaints must be maintained for a period of not less than three years from the date of resolution of the complaint . Source: 29 CFR 37.39

12. Equal Opportunity During each presentation to orient new participants, new employees, and/or the general public to its WIA Title I – financially assisted programs or activity, the CareerCenter or WIA Service Provider must include a discussion of rights under the nondiscrimination and equal opportunity provisions of WIA and the right to file a complaint of discrimination with the Equal Opportunity Officer . (See list of EO Officials in the Master Personnel List in Appendix A) Source: 29 CFR 37.36


Complaint File Requirements

Local CareerCenters must:

1 . Create a file folder for each complaint.

2 . Keep file folders by program year, then by quarter (July to September, October to December, January to March, April to June) .

3 . At a minimum, the file folder should contain:

• The completed ETA 8429 .

• All hand-written notes of conversations or phone calls about the complaint .

If the complaint was referred to the State level or to another agency:

• Documentation of where the complaint was referred .

• Program information . For instance, if a TAA or WIA request was denied, include a copy of that decision document .

• Any other information or documentation relevant to the complaint .

4 . Files are to be kept for three years from the date of last activity .

5 . These are confidential records and should be kept secured.

NOTE: For each complaint listed on the log sheet, there should be corresponding documentation of the complaint and its resolution/referral.

A copy of the contents of the folder should be included with the quarterly log sheet sent to the State Complaint Resolution Administrator.


Quarterly Complaint Log Sheet [Sample form only. Find usable form in Appendix B] Complaint #

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H-2A Regulations/Law

Wages/Hours/UI/TANF/etc.

Disability

Discrimination

MSFW Regulations/Laws

Other

State Complaint Administrator

UI/TANF/OSHA

Wage & Hour, USDOL (H-2A)

Bureau of Labor Standards

DBVI/DVR

EO State Office (discrimination)

State Monitor Advocate (MSFW)

Other

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Completion of the Quarterly Log Sheet

The quarterly log represents the aggregate history of complaints filed during the reporting period . Each individual complaint documented on an ETS Form 8429 must be recorded on the log sheet (including those resolved locally) .

The log sheet has mandatory data fields that must be completed . All text entries must be printed in a completely legible manner . An example copy of a correctly completed Quarterly Log is available for reference on page 11 of this manual . It is recommended that, immediately upon completion of the ETA Form 8429, the complaint information be entered on the quarterly log sheet .

Note: Some unresolved complaints may carry over to the next quarter and need to be accounted for in the next report period . This is particularly true for complaints received near the end of the reporting period . Individual unresolved cases should be carried over to the new report period .

Each log sheet must include the following entries:

Local Office

Program YearAlways July 1, 20XX to June 30, 20XX, written as PY 20XX .

Quarter • Q1 = July 1 – September 30

• Q2 = October 1 – December 31

• Q3 = January 1 – March 31

• Q4 = April 1 – June 30

(See page 6, “9 . Local Office Responsibilities” for further information on quarters and reporting schedule .)

Complaint NumberEach complaint is assigned a complaint number . Each log sheet has data fields for up to 20 individual complaints . Your first complaint should be entered on line 1, second complaint on line 2 and so on .

Complainant NameEnter the name of the person filing the complaint . The name should match Part I, number 1 on the ETS 8429 .

Respondent NameIdentify the individual or item this complaint is filed against (see complaint type/conditions on page 12 for entry options and refer to the sample of the completed log sheet on page 11) .

Date FiledThis is the date the complaint was received and is same as the date entered on form ETS Form 8429, top of the page under “Date Received .”

Type of ComplaintPlace an “x” in the box(es) for the appropriate type of complaint (CareerCenter-Related and/or Non-CareerCenter-Related .)


Referred ToPlace a check mark in the box(es) to identify to whom the complaint was referred (if applicable) .

Resolved LocallyPlace an “x” in the box if/when the case was resolved locally.

Staff Person Taking ComplaintEnter the name of the person taking the complaint on behalf of the complainant .

Documentation of Local Complaint ResolutionProvide documentation in the individual case file (notes, letter to complainant) of the resolution reached, date resolved, and date complainant was notified .


Sample of Completed Log Sheet


Types of Complaints

Complaint Type ConditionsCareerCenter-RelatedMSFW or H-2A Worker • Complaints by MSFW or H-2A workers regarding CareerCenter services

• Alleged incident occurred less than one year ago .Employer • By applicant who was referred to the job by MDOL .

• Alleged incident occurred less than one year ago .

• Involving alleged violations of the terms and conditions of the job order or alleged violations of employment-related law .

CareerCenter • About CareerCenter staff actions or omissions under program regulations .

• Complaints by veterans involving Priority of Service .

• Alleged incident occurred less than one year ago .Program Decision • Involving Wagner-Peyser, employment services, or CareerCenter program

decisions .

• Alleged incident occurred less than one year ago .Non-CareerCenter-relatedMSFW or H-2A Regulations/Law

• Complaints by MSFW about regulations or employer .

• Complaints by H-2A worker about regulations or employer . All Others • Complaint filed more than 12 months after the alleged incident .

• Complaint against an employer where complainant was not referred to the job by MDOL .

• About alleged violations of the regulations/laws governing programs themselves .

• Complaints involving Unemployment Insurance, OSHA, TANF, or other agencies .

• Complaints of discrimination .

• Complaints involving wages, hours, Family Leave Law, whistle blower violation, etc .

• Complaints about disability services .

• Complaints handled directly by the State Complaint Resolution Administrator .

• Complaints about multiple CareerCenters or the entire system .

• Complaints from another agency .

• Complaints from other states .

• Complaints received directly by the State office .


How to Handle Complaints Locally

Type of Complaint

Steps to Handling Complaints LocallyAttempt a local resolution When not resolved or handled locally

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CareerCenter-RelatedAgainst an employer (when job referral was by MDOL)

x x x x x 15 x x x

Action or omission by local staff

x x x x x 15 x x x

Program decisions x x x x x 15 x x xTAA x x x x x 15 TAA Coordinator xCSSP x x x 15 CSSP Program ManagerVeterans Services x x x x x 15 x x xMSFW x x x x x 5 State Monitor Advocate x x xH-2A x x x x x 5 Foreign Labor Certification x x xWIA (Title I)

x x x x x 60* Including LWIB final resolution attempts

x x x

Non-CareerCenter-RelatedLaws or regulations x x x x x x x xComplaint more than 12 months old

x x x x x x x x

Against an employer (when job referral was NOT by MDOL)

x x x x x x x x

From another state or agency

x x x x x

Against more than one CareerCenter location

x x x x x

Discrimination x Local EO Officer x


Type of Complaint

Steps to Handling Complaints LocallyAttempt a local resolution When not resolved or handled locally

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Discrimination by staffx 15

State EO Coordinator and MDOL Office of the Commissioner

x

Disability Services

x x x x

MDOL Disablity Coordinator (Office of the Commissioner) or Maine Human Rights Commission

x x

Workplace Safety x x Nearest OSHA Office x xUnemployment Compensation

x xBureau of Unemployment Compensation

x x

TANF x x DHHS x xMSFW law x x State Monitor Advocate x xH-2A law x x Foreign Labor Certification x xDVR

x xDivision of Vocational Rehabiliation

x x

Housing x x x Bureau of Labor Standards x xFamily Leave Law x x x Bureau of Labor Standards x xMinimum wage or overtime

x x xBureau of Labor Standards

x x

Child Labor Law violations

x x xBureau of Labor Standards

x x

Whistle blower issues x x x Bureau of Labor Standards x x


Type of Complaint

Steps to Handling Complaints at State LevelPerson who handles

When not resolved or handled at State

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CareerCenter-RelatedNon-MSFW x x 30 x x x xMSFW x x 20 x xWIA-related x x 60 x x x xNon-CareerCenter-RelatedNon-MSFW x x 30 U .S . DOL Region 1 ETA x xMSFW x x 20 OSHA or U .S . DOL x xH-2A x x U .S . DOL Wage & Hour x xVeteran or Eligible Spouse (includes USERRA)

U .S . DOL Regional Director Veterans’ Employment Training Service

x x

Discriminationx 90*

Complainant may file with Civil Rights Center U .S . DOL

x** x

Employer found to have violated employment law (referred to enforcement agency)

x x x x x

Employer found to have violated employment law (NOT referred to enforcement agency)

x x 20 x x x x

Against MDOL x x 20 x Administrative Hearings x**Complainant may appeal State decision to CRC .

How to Handle Complaints at State Level


ETA 8429Revised May 2012

Expiration Date: 04/30/2015

One Stop Career Center (OSCC) Complaint/Referral RecordFor OSCC Use OnlyComplaint No. Date Received

Part I. Complainant’s Information Respondent’s Information1. Name of Complainant (Last, First, Middle Initial)

4. Name of Person Complaint Made Against

2a. Permanent Address (No., St., City, State, ZIP Code)

5. Name of Employer/OSCC Office

b. Temporary Address (if Appropriate)

6. Address of Employer/OSCC Office

3a. Permanent Telephone( ) -

b. Temporary Telephone( ) -

7. Telephone Number of Employer/OSCC Office( ) -

8. Description of Complaint (If additional space is needed, use separate sheet(s) of paper and attach to this form)

I CERTIFY that the information furnished is true and accurately stated to the best of my knowledge. I AUTHORIZE the disclosure of Certification this information to other enforcement agencies for the proper investigation of my complaint. I UNDERSTAND that my identity will

be kept confidential to the maximum extent possible, consistent with applicable law and a fair determination of my complaint.9. Signature of Complainant 10. Date Signed

/ /

U.S. Department LaborEmployment and Training Administration

OMB Approval No. 1205-0039Expiration Date: April 30, 2015




Part II. For OSCC Use Only1. Migrant or Seasonal Farmworker?

Yes No2. Type of Complaint (“X” Appropriate Box(es))

Job Service Related Job Order No. Against Job ServiceAgainst EmployerAlleged Violation of WIA Regulations

Alleged Violation of Employment Law(s)

Non-Job Service Related

3. If non-Job Service-related, does Complaint concern lawsenforced by Wage and Hour Division (formerly called the Employment Standards Administration) U.S. D.O.L. WHD or OSHA? Yes No4. Kind of complaint (“X” Appropriate Box(es))

Wage Related HousingChild Labor PesticidesWorking Conditions Health/SafetyMigrant and Seasonal DisabilityAgricultural Worker DiscriminationProtection Act (MSPA)

Discrimination*Other (Specify)

5. H-2a/Criteria Employer U.S./Domestic Worker

H-2a Worker

Wages Transportation

Meals Housing Other

6. *For DISCRIMINATION COMPLAINTS ONLY. Persons wishing to file complaints of discrimination may file either with the State Workforce Agency, or with the Directorate of Civil Rights (DCR), U. S. Department of Labor, 200 Constitution Avenue, NW, Room N-4123, Washington, D.C. 20210.

7a. Referrals To Other Agencies (“X” one)WHD. U.S. DOL. OSHA U.S. D.O.L.Other

8. Address of Referral Agency (No., St., City, State, ZIP Code and Telephone No.)

( ) - b. Follow-Up (“X” one) MonthlyYes No Quarterly

c. Follow-up Date / /

9. Comments (If additional space is needed, use separate sheet of paper) Provide OSCC Services? Yes No If “No”, explain.

Complaint resolved? Yes No If “No”, explain.10a. Name and Title of Person Receiving Complaint

11. Office Address (No., St., City, State, ZIP Code)

b. Phone No.

( ) - 12a. Signature b. Date

/ / Public Burden StatementPersons are not required to respond to this collection of information unless it displays a currently valid OMB Control Number. Obligation to reply is required to obtain or retain benefits (44 USC 5301). Public reporting burden for this collection is estimated to average 8 minutes per response, including the time to review instructions, search existing data sources, gather and maintain the data needed, and complete and review the collection of information. Send comments regarding this burden estimate or any other aspect of this collection, including suggestions for reducing this burden, to the U.S. Department of Labor, Employment and Training Administration, Office of Workforce Investment, Room C-4510, 200 Constitution Avenue, NW, Washington, DC 20210.


Completion of ETA Form 8429

“For OSCC Use Only” section (at top of form)

The CareerCenter Manager, or their designee, is required to complete this section. This information should correspond to the information entered on the quarterly log.

Part I (Complainant’s Information)

1. Lines 1 – 7 This section should be filled out either by the complainant or the staff person receiving the complaint .

2. Line 8 (Description of Complaint) The complainant must describe the complaint, indicating the expected results . If the complainant is unable to fill out this section and assistance is given, the statement should be written in the first person . An additional sheet of paper should be provided if extra space is necessary . Additional sheets are to be identified with the name and signature of the complainant . To ensure that no further comments are added to the original statement, a diagonal line should be drawn from the last word of the statement to the end of the page .

3. Line 9 (Signature of Complainant) For local resolution, the complainant does not have to sign . However, the form must be signed by at least one complainant for the complaint to be referred to a higher level . If the complainant refuses to do so, a statement by the CareerCenter official taking the complaint will be written to this effect . The complainant will be further advised, in writing by the CareerCenter Manager, that since he/she refuses to sign the complaint, no further action can be taken on the complaint (see sample letter in Appendix C – Request for Complainant’s Signature) . The complainant’s signature should be on each additional sheet used for line 8 (Description of Complaint) .

Part II (For OSCC Use Only)

1. The CareerCenter Manager, or their designee, is required to complete lines 1 through 5. This information should correspond to the information entered on the Quarterly Log.

2. Lines 7 through 9 should be completed if the complaint cannot be handled locally.

3. The person taking the complaint must sign and complete lines 10 through 12 of this form.

4. Make four copies of completed and signed form:

• Original and one copy shall be kept in the local CareerCenter complaint file .

• One copy shall be given to the complainant .

• One copy shall be sent to the State Complaint Resolution Administrator or other referred agency with copies of all other documents related to that claim .

– Forms for locally resolved complaints will be forwarded to the State Complaint Resolution Administrator at the time of quarterly log submission .

– Forms for complaints not resolved at the local level must be forwarded to the State Complaint Resolution Administrator immediately upon determination .


Complaint Resolution

A CareerCenter-related complaint is considered resolved when any of the following occurs:

• The complainant indicates satisfaction with the outcome .

• The complainant or the complainant’s authorized representative fails to respond within 20 working days [or in cases where the complainant is a MSFW, 40 working days] of a written request for information by the appropriate local or State office .

• The complaint exhausts the final level of review .

• A final determination has been made by the enforcement agency to which the complaint was referred .


Specific CareerCenter-Related Programs and ServicesCertain CareerCenter-related programs and services have complaint processes that differ from the standard CareerCenter customer-complaint-resolution process. This section contains background information and supportive documents for the following programs and services:

• Priority of Service for Veterans and Eligible Spouses

• Migrant and Seasonal Farmworkers (MSFW)

• H-2A Programs

• Trade Adjustment Assistance (TAA)

• Competitive Skills Scholarship Program (CSSP)


Veterans Services

Priority of Service for Veterans and Eligible Spouses

Veterans and eligible spouses are given “priority of service” for the receipt of employment, training, and placement services provided under all U .S . Department of Labor-funded programs . Veterans and eligible spouses are entitled to preference for such services . This means that a veteran or eligible spouse either receives access to a service earlier than others or, if resources are limited, the veteran or eligible spouse receives access to the service instead of others .

A veteran or eligible spouse should identify himself/herself as such when inquiring about any Department of Labor program . By doing so, they will be able to take full advantage of this priority .

A Veteran is defined as: A person who served at least 180 days in the active military, and who was discharged or released under conditions other than dishonorable, as specified in 38 U .S .C . 101(2) . Active service includes full-time federal service in the National Guard or a reserve component . The definition of “active service” does not include full-time duty performed strictly for training purposes (i .e ., that which is referred to as “weekend” or “annual” training), nor does it include full-time active duty performed by National Guard personnel who are mobilized by state rather than federal authorities .

An Eligible Spouse is defined as: As defined in 38 U .S .C . 4215(a), means the spouse of any of the following:

1 . Any veteran who died of a service-connected disability .

2 . Any member of the Armed Forces serving on active duty who, at the time of application for the priority, is listed in one or more of the following categories and has been so listed for a total of more than 90 days:

• Missing in action

• Captured in the line of duty by a hostile force .

• Forcibly detained or interned in the line of duty by a foreign government or power .

3 . Any veteran who has a total disability resulting from a service-connected, as evaluated by the Department of Veterans Affairs .

Complaints by a veteran or eligible spouse alleging violations of the priority of service provisions should be filed with their local CareerCenter representative.


Uniformed Services Employment and Reemployment Rights Act (USERRA)

USERRA covers virtually every individual in the country who serves in or has served in the uniformed services and applies to all employers in the public and private sectors, including federal employers . The law seeks to ensure that those who serve their country can retain their civilian employment and benefits, and can seek employment free from discrimination because of their service . USERRA provides protection for disabled veterans, requiring employers to make reasonable efforts to accommodate the disability .

USERRA is administered by the United States Department of Labor, through the Veterans’ Employment and Training Service (VETS) . VETS provides assistance to those persons experiencing service-connected problems with their civilian employment and provides information about the Act to employers .

Contact information for VETS can be found in the Federal Agencies section of Appendix A .


H-2A Programs

Immigration and Nationality Act

The Immigration and Nationality Act (INA) was created in 1952 . Before the INA, a variety of statutes governed immigration law but were not organized in one location . The McCarran-Walter bill of 1952, Public Law No. 82-414, collected and codified many existing provisions and reorganized the structure of immigration law . The Act has been amended many times over the years, but is still the basic body of immigration law .

The INA is divided into titles, chapters, and sections . Although it stands alone as a body of law, the Act is also contained in the United States Code (U .S .C .) . The code is a collection of all the laws of the United States. It is arranged in fifty subject titles by general alphabetic order. Title 8 of the U.S. Code is but one of the fifty titles and deals with “Aliens and Nationality.” When browsing the INA or other statutes you will often see referenced to the U .S . Code citation . For example, Section 208 of the INA deals with asylum, and is also contained in 8 U.S.C. 1158. Although it is correct to refer to a specific section by either its INA citation or its U .S . code, the INA citation is more commonly used .

Who Is Covered

The work to be performed must be “of a temporary (or seasonal) nature,” meaning employment that is performed during certain seasons of the year, usually in relation to the production and/or harvesting of a crop or for a limited period of less than one year when an employer can show that the need for the foreign workers is truly temporary .

Note: Foreign workers employed under the H-2A Programs are not covered under the Migrant and Seasonal Agricultural Worker Protection Act.

Basic Provisions/Requirements

• The H-2A temporary agricultural program establishes a means for agricultural employers who anticipate a shortage of domestic workers to bring nonimmigrant foreign workers to the United States to perform agricultural labor or services of a temporary or seasonal nature .

• Before the U .S . Citizenship and Immigration Services can approve an employer’s petition for such workers, the employer must file an application with the department stating that there are not sufficient workers who are able, willing, qualified, and available, and that the employment of aliens will not adversely affect the wages and working conditions of similarly employed U .S . workers .

• The statute and U .S . Department of Labor regulations provide for numerous worker protections and employer requirements with respect to wages and working conditions that do not apply to nonagricultural programs . The U .S . DOL Wage and Hour Division has responsibility for enforcing provisions of worker contracts .

• The Federal Department of Labor’s regulations governing the H-2A Program also apply to the employment of U . S . workers by an employer of H-2A workers in any work included in the ETA-approved job order or in any agricultural work performed by the H-2A workers during the period of the job order .

• Employers must offer U .S . workers terms and working conditions which are not less favorable than those offered to H-2A workers .


Employee Rights

An employer who files an application for temporary foreign labor certification pursuant to H-2A regulations must meet specific conditions, including those concerning recruitment, wages, housing, meals, transportation, workers’ compensation insurance, tools and supplies, certification fees, labor disputes, and other conditions .

Workers who believe that their rights were violated under the H-2A regulations may file their complaints through the CareerCenter Complaint System .

H-2A workers and the U.S. workers hired under the job order system must file complaints about non-compliance with H-2A labor standards with the Foreign Labor Certification Specialist. A complaint that comes into the State office will be forwarded for appropriate action.

Poster

Posters listing H-2A worker rights can be found in Appendix D or printed off in English from www.dol.gov/whd/posters/pdf/WHD1491Eng_H2A.pdf .

The Spanish version can be printed off from www.dol.gov/whd/posters/pdf/WHD1491Span_H2A.pdf .

Important Notice

All program users and other interested parties should frequently consult the Office of Foreign Labor Certification website www.foreignlaborcert.doleta.gov where the U .S . Department of Labor will post updates concerning the H-2A temporary agricultural labor certification program.

Filing a Complaint

H-2A workers and U.S. workers hired under the job order may file complaints about non-compliance with H-2A labor standards with:

Foreign Labor Certification Maine Dept . of Labor 55 State House Station Augusta, ME 04333-0055 207-623-7981

If complaints are not resolved at the State level, they are referred to:

Manchester Area Office U .S . Dept . of Labor Wage & Hour Division 1750 Elm Street, Suite 111 Manchester, NH 03104-2907 603-666-7716 or 1-866-487-9243


Migrant and Seasonal Farmworkers

Definitions of Migrant and Seasonal Farmworkers (MSFWs)

Seasonal Farm Workers In the preceding 12 months worked at least an aggregate of 25 or more days or parts of days in farm work; earned at least 50% of annual income from farm work; and was not employed in farm work year round by the same employer .

Migrant Farm Worker is a seasonal farmworker who had to travel to do the farm work so that he/she was unable to return to his/her permanent residence within the same date .

Migrant Food Processing Worker Worked 25 or more days in food processing work during the preceding 12 months; earned at least half of his/her earned income from processing work and was not employed in food processing year round by the same employer, provided that the food processing required travel such that the worker was unable to return to his/her permanent residence in the same day.

States are required to ensure that the services provided to Migrant and Seasonal Farmworkers are “qualitatively equivalent and quantitatively proportionate” to the services provided to other job seekers . This means that MSFWs should receive all workforce development services, benefits, and protections on an equitable and non-discriminatory basis (i .e ., career guidance, testing, job development, training, and job referral) .

Complaints from Migrant and Seasonal Farmworkers (MSFWs)

Complaints alleging violations of employment-related laws are enforced by the U.S. DOL Wage and Hour Division or OSHA and shall be taken in writing by the CareerCenter and referred to The U .S . DOL Wage and Hour Division or OSHA . Source: 658.414 and 658.422

Wage and Hour Division-related violations are those dealing with wages, hours worked, Migrant and Seasonal Agricultural Worker Protection Act, and temporary foreign farm workers .

OSHA violations are those related to on-the-job safety.

U .S . Department of Labor Wage and Hour Division District Office 1155 Elm Street, Suite 501 Manchester, NH 03101 603-606-3115

U .S . Department of Labor Occupational Safety and Health Administration JFK Federal Building, Room E340 Boston, MA 02203 617-565-9860, Fax: 617-565-9827

If the complaint is not resolved locally at the CareerCenter within five days, complainant should sign the ETA Form 8429 . The form and any additional documentation should be forwarded to the State Monitor Advocate for resolution and recorded on the log sheet .

The State Monitor Advocate’s responsibility is to ensure that all legal protections are afforded to MSFWs and that their complaints are promptly resolved .


Trade Adjustment Assistance

The CareerCenter Case Manager shall notify the individual in writing of any decision as to entitlements for the Trade Adjustment Assistance (TAA) program, including, but not limited to, decisions with respect to eligibility for wage subsidy, transportation, re-employment services and allowances . Each decision shall inform the individual of the reason for the decision and of the right of appeal under the applicable Maine law . The individual shall have 15 days from the date of the decision to file a written appeal, using ETA Form 8429, with the BES CareerCenter Manager . If no appeal is filed, the decision shall become final agency action .

1 . If the individual appeals a decision, the BES CareerCenter Manager shall forward the notice of appeal and all other documentation regarding the decision to the TAA Coordinator at BES . The TAA Coordinator shall review the documentation and investigate the findings contained in the decision . The TAA Coordinator shall have the authority to reverse, modify or take other appropriate action regarding the decision. If the TAA Coordinator determines, after investigation, to take no action, he/she shall immediately provide the notice of appeal, along with all appropriate documentation to a BES representative, who shall track the request for appeal and forward all documentation to the Division of Administrative Hearings .

2 . The individual and all parties shall be notified in writing of the date and time of hearing, which may be conducted by telephone . A hearing shall be conducted before an Administrative Hearing Officer, who shall render a written decision .

3 . If a party is dissatisfied with the decision of the Administrative Hearing Officer, he/she shall have the right to appeal in writing within 15 days to the Unemployment Insurance Commission . If a hearing is held, the parties shall be notified in writing of the date and time of such hearing, which may be conducted by telephone . The parties shall receive written notice of the Commission’s decision .

4 . If a party is dissatisfied with the decision of the Commission, he/she may request the Commission to reconsider its decision, but only if such request for reconsideration is filed in writing within 10 days of receipt of the original Commission decision . Unless an interested party appears at the hearing before the Division of Administrative Hearings or at the Commission hearing, if one was held, he or she may not request reconsideration of the Commission decision, unless such nonappearance was for good cause as determined by the Commission .

5 . When the period during which an appeal may be filed under this chapter ends on a Saturday, Sunday or holiday, the appeal period shall end on the next day which is not a Saturday, Sunday or holiday if the appeal is filed by delivery and is received in-hand by the agency . If the appeal if filed by mailing, however, the appeal period will not be extended, and the appeal must be postmarked within the statutory appeal period, unless the appeal period falls on a Sunday or a holiday, in which case the appeal period will be extended until the next day which is not a Sunday or holiday .

6 . Any decision of the Commission becomes final 10 days after receipt of written notification and any person aggrieved by the decision may appeal by commencing an action pursuant to the Maine Administrative Procedure Act .


Competitive Skills Scholarship Program

Appeal to CSSP Program Manager An applicant or participant who is dissatisfied with a CareerCenter’s decision related to the eligibility for or the provision of CSSP services has the right to file a written appeal with the CSSP Program Manager within 30 days of the decision . If no appeal is filed, the CareerCenter decision shall become final . This written appeal may take any form, such as a signed letter, email or fax . If the customer files a written appeal within 10 days of a decision to terminate the participant from the program or to terminate or reduce assistance provided for in a currently effective Individual Service Strategy (ISS), then the decision will not be implemented pending the outcome of the administrative appeal process . The CSSP Program Manager will issue a written decision within 15 days of the filing of the appeal . The decision may reflect an agreed resolution to the appeal or, if no agreed resolution was reached, it will reflect the CSSP Program Manager’s decision .

Appeal of CSSP Program Manager’s DecisionThe applicant or participant may appeal the CSSP Program Manager’s decision by filing a written request for a hearing by a hearing officer . The request must be filed with the Program Manager within 30 days of the date of issuance of the CSSP Program Manager’s Decision . If no appeal is filed, the Program Manager’s decision shall become final . The 30-day appeal period may be extended up to 15 additional days if the individual can show good cause for failing to appeal within the initial 30-day period . Upon receiving a request for a hearing, the Program Manager shall forward it, together with a copy of the decision being appealed, to the hearing authority designated by the Department .

The Administrative Hearing Officer shall conduct a hearing in accordance the Maine Administrative Procedures Act 5 M .R .S .A . ch . 375, subchapter 2 and render a decision within 30 days of the hearing request . The Hearing Officer may affirm, set aside, modify or remand the CSSP Program Manager’s decision . A hearing decision affirming, setting aside or modifying the CSSP Program Manager’s decision pursuant to this section is final agency action and may be appealed to the Superior Court .

NoticesAll decisions regarding eligibility for CSSP or regarding the benefits provided under CSSP, including the ISS, must be in writing and must provide notice to the participant of his or her right to appeal to the Program Manager, and if dissatisfied with that decision, to appeal by requesting a fair hearing . CareerCenter staff shall assist customers who express a desire to file an appeal or hearing request with the process .


Referred ComplaintsSome complaints must be referred immediately to other agencies. This section contains background information and supportive documents concerning complaints involving the following topics:

• Department of Labor Personnel

• Discrimination

• Americans with Disabilities Act (ADA)

• Wage and Hour Division, Bureau of Labor Standards

• Division of Vocational Rehabilitation, Bureau of Rehabilitation Services

• Division of the Blind and Visually Impaired, Bureau of Rehabilitation Services


Department of Labor Personnel

State of Maine, Department of Labor Policy No. 008 Source: PL 2003, Chapter 230

PurposeA relationship of trust and confidence between employees of the Maine Department of Labor and the communities that they serve is essential to the effective operation of state government . Department employees must be free to exercise their best judgment in the performance of their duties . Department employees also have a special obligation to respect the rights of all persons . The Department of Labor acknowledges its responsibility to establish a complaint system and procedures that not only will subject Department of Labor employees to corrective action when improper conduct has occurred, but will also protect Department of Labor employees from unwarranted or spurious criticism when they discharge their duties properly . The purpose of these procedures is to provide prompt, just, and open disposition of complaints regarding the conduct of Department of Labor employees .

It is the policy of the Department of Labor to encourage the public to comment when the conduct of the employee is believed to be improper . The Department of Labor will make every effort to ensure that no adverse consequences occur to any person or witness as a result of having brought a complaint or for providing information concerning a complaint . Any Department of Labor employee who subjects a complainant or witness to such recrimination will be subject to appropriate disciplinary action .

Procedure1 . The Department of Labor encourages the public to bring forward legitimate complaints regarding

misconduct by its employees . To this end, a copy of “How to File a Personnel Complaint” will be posted at Department work sites and on Department websites and will be given to anyone requesting this information . A copy of this document can be found in Appendix D . Complaints, regardless of nature, can be lodged in person, by mail, by email, or by telephone .

2 . Any employee of the Department of Labor who receives a complaint about a Department employee shall, as soon as practicable, notify the Commissioner’s Office, of the details of the complaint for evaluation and assignment .

3 . Upon receipt of a complaint, the Commissioner’s Office shall determine whether the complaint should be investigated and by whom . Complaints of criminal conduct should be forwarded to the Bureau of Employee Relations and/or the Attorney General’s Office to ensure cooperation with appropriate law enforcement authorities .

4 . Complainants shall be made aware that it may be impossible to keep their identity confidential .

5 . Investigations of complaints shall be completed within 15 days .

6 . In the event a report is warranted, all relevant information obtained by the investigator shall be included .

7 . All investigations shall comply with the provisions of the applicable collective bargaining agreement .


Notification to the ComplainantUpon final disposition, the complainant will be notified of the outcome of the investigation to the extent permitted by civil service and agency confidentiality laws . The Commissioner’s Office will consult with the Bureau of Employee Relations to determine what may be disclosed to the complainant .

Administrative ResponsibilitiesThe Office of the Commissioner shall ensure that:

• Each complaint and corresponding investigation is documented .

• An annual summary report is prepared for each Bureau Director that includes statistical data that will aid in identifying the possible need for training, supervision, or other pertinent issues .

If a customer wishes to make a complaint about the actions of any employee/employees of the Department of Labor he/she should contact the Office of the Commissioner of the Maine Department of Labor by phone, mail, or email .

The complainant must identify him/herself, provide contact information and contain specific details about the complaint . The receipt of the complaint will be formally acknowledged in writing or by phone and the complaint will then be investigated and processed as expeditiously as possible . The complainant may be contacted to provide additional information about the complaint .

When the investigation of the complaint has been completed, he/she will receive a written explanation of the final disposition of the matter, within the limits of confidentiality laws .

Office of the Commissioner Maine Department of Labor 54 Statehouse Station Augusta, ME 04333-0054 207-621-5095


Discrimination

The Civil Rights Act of 1964 and regulations of 29 CFR Part 37 of the Workforce Investment Act of 1998 state that no person in the United States shall, on the grounds of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be otherwise subjected to discrimination under any program or activity receiving federal financial assistance from the Department of Labor .

CareerCenters are prohibited from discriminating against members of the public, applicants for services, registrants, participants, claimants, applicants for employment and employees on the basis of race, color, religion, sex, national origin, age, disability, political affiliation or belief . In addition, it is prohibited to discriminate against any individual or beneficiary of WIA programs based on the beneficiary’s citizenship status as a lawfully admitted immigrant authorized to work in the United States . Finally, it is prohibited to discriminate against any individual or beneficiary of WIA programs based on his or her participation of any WIA Title I financially assisted program or activity .

Time Frames

A complainant has a right to file a complaint within 180 days of the alleged act(s) of discrimination .

Where to file

Local Level: EO Official (See Master Personnel List in Appendix A) or Maine Department of Labor EO Coordinator and/or MHRC

National Level: U .S . DOL Civil Rights Center Director, Room N4123 200 Constitution Avenue NW Washington, DC 20210

The recipient of a complaint, which may in this instance mean the local EO Officer, MDOL EO Coordinator or Maine Human Rights Commission (MHRC) must issue a written Notice of Final Action on discrimination complaint within 90 days of the date on which the complaint is filed . The complainant may file action again with the Civil Rights Center if he/she is dissatisfied with the Notice of Final Action or if a Notice of Final Action is not issued within the 90-day period . In this regard, the complainant has 30 days from the date of the Notice of Final Action or from the end of the 90 days to file with the Civil Rights Center . Only the US DOL Civil Rights Center has the authority to accept complaints filed beyond the 30 days discussed above . The Civil Rights Center may extend this time limit if the Notice of Final Action did not provide complete filing instructions or for other good cause shown by the complainant . The same authority rests with the Civil Rights Center when a complaint is filed beyond the above-mentioned 180-day period .

Poster The EO notice, “Equal Opportunity is the Law” provides complainants with basic instructions on filing complaints of discrimination . This poster can be found in Appendix D .


Processing Discrimination Complaints

1 . When anyone alerts the CareerCenter that he/she (or they) wants to file a discrimination complaint, steps should be taken to connect the complainant with the local EO Officer . If the local EO Officer is not available immediately, the Manager should arrange a face-to-face meeting with the complainant and local EO Officer at the earliest possible date . The Manager should contact the MDOL EO Coordinator if the EO Officer will not be available for an extended period .

2 . In all possible instances, the local EO Officer should meet personally with the complainant(s) in a private area, ensuring confidentiality .

3 . At this meeting, the EO Officer should explain the process and if the complainant intends to file a formal complaint, provide the complainant with a copy of the U .S . DOL Civil Rights Center Complaint Information Form DL 1-2014a found in Appendix B .

4 . If the complainant does not complete the Complaint Information Form during this meeting, EO Officer should obtain the following information at a minimum:

• Complainant’s address and means for contacting him/her/them.

• Basis of complaint .

• Detailed description of allegation(s) .

• Dates of alleged events of discrimination .

• Representative and entity or program against which complaint is being filed (respondent) .

• Address or town location or entity or program .

• Signed consent statement .

5 . Once the information is gathered, the document should be signed and dated by the complainant or the complainant’s authorized representative. The signed/dated consent statement should indicate that the complainant allows the local EO Officer to disclose the complainant’s identity if necessary to investigate his/her complaint. In addition, a copy of the written complaint will be provided to the complainant and to the MDOL EO Coordinator .

6 . Once the complaint has been filed and received, the local EO Officer should ask the complainant whether he/she would prefer the complaint processed through:

• Alternative Dispute Resolution/Mediation (ADR).

• Investigation by the local EO Officer, MDOL EO Coordinator or MHRC .

• Investigation by the U .S . DOL Civil Rights Center in Washington, D .C . (The full address appears on the EO Notice, “Equal Opportunity is the Law”) .

• The complainant should indicate his/her decision on the signed complaint document. The complainant must be informed that if ADR fails, the complaint can still be filed with Civil Rights Center . NOTE: If an employee of the State of Maine committed the alleged discriminatory act, the MDOL EO Coordinator must be contacted immediately. In those instances, the Complaints and Investigations Article of the Collective Bargaining Agreements will be followed.


7 . The choice to use Alternative Dispute Resolution (ADR) or investigation rests with the complainant . If the choice is ADR, the MDOL EO Coordinator will contact the Director, Office of Human Resources, who will assign a mediator to assist with an ADR conference .

8 . If ADR is successful, a settlement agreement is prepared at the end of the conference and signed by the involved parties. If ADR is unsuccessful, the complainant is apprised of his/her rights to file the complaint with USDOL CRC within 30 days after the issuance of a Notice of final Action .

9 . Cases when ADR is not appropriate include complaints that are high profile, involve legal issues, involve policy, are precedent setting, or impact others in a protected group .

10 . If the complainant elects to resolve the complaint using the investigation by the MDOL EO Coordinator, the MDOL EO Coordinator will provide an acknowledgement letter to the complainant containing the following:

• Notice that the complaint has been received .

• Restatement of the issues raised in the complaint .

• Notice of which issues have been accepted for investigation .

• Explanation, if necessary, of issues not being investigated .

• Notice of the complainant’s right to representation by any individual he/she chooses during the complaint process . Legal fees (if an attorney is selected) are the responsibilities of the complainant .

• Notice that complaint processing will be completed within 90 days of the date that the complaint was filed at the local level and a Notice of Final Action issued .

• Notice that the complainant has the right to re-file his/her complaint within 30 days of the end of the 90 days cited above, if the Local EO Officer fails to issue the notice within that period .

11 . In addition, the MDOL EO Coordinator must: contact and write to (return receipt requested) the respondent identified in the complaint; advise the respondent that a complaint alleging discrimination has been filed and is being processed; provide a summary of the complaint and notice that any form or retaliation is against the law .


Complaint investigation or fact-finding may include the following elements:

• Holding an interview with complainant to gather facts .

• Collecting any evidence the complainant may have to support allegations .

• Interviewing the respondent and obtaining a signed position statement and any evidence supporting the response to the complaint .

• Inspecting location of where alleged discrimination occurred (this applies specifically to allegations of sexual harassment and inaccessibility to individuals with a disability) .

• Interviewing witnesses, if any, and obtaining signed statements .

• Reviewing documents – data, reports, correspondence, contracts, plans, personnel or participant records, policies/procedures related to activities which gave rise to allegations of discrimination.

• Preparing an investigatory report that includes statement of basis of complaint, specific allegations, respondent response and witness statements, findings of fact, rationale and conclusion (probable cause or no probable cause that respondent may have discriminated) and appeal rights .

• Maintaining a complaint file .

It should be noted that the MDOL EO Coordinator is available for technical assistance at any time to the local EO Officers.

Final Action

A Notice of Final Action must be provided to the complainant with a copy to the respondent and Local EO Officer within 90 days of the date that the complaint was filed with the MDOL EO Coordinator . The Notice must be sent “return receipt requested .” The Notice must provide the recipient’s decision and explanation on each issue of discrimination that was accepted for processing and resolution . Clearly state what specific action has been taken or will be taken (and when) to complete the resolution .

If the complainant is dissatisfied with the Notice of Final Action, he/she has 30 days from the date the final notice is issued to file with the CRC . If a Notice is never issued, the complainant has 30 days from the date that the notice should have been issued to file with the CRC .

Maine Human Rights Commission

EO Representatives will inform all complainants of their right to file with the Maine Human Rights Commission in addition to the above procedure .

Maine Human Rights Commission 51 State House Station Augusta, ME 04333-0051 207-624-6050

Civil Rights Center USDOL 200 Constitution Avenue NW, Room N412 Washington, DC 20210

The complaint procedures outlined here are effective immediately. Equal Opportunity Officers are to become familiar with these procedures and to share this information with directors, managers, and supervisors within his/her jurisdiction.

Source: 29 CFR Part 31; 29 CFR Part 37


Americans with Disabilities Act

Title I and Title II of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment . Disability discrimination includes failing to make reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship .

It is the policy of the State of Maine that no qualified individual with a disability shall, on the basis of disability, be excluded from participation in or be denied the benefits of the services, programs, or activities of the State of Maine or be subjected to discrimination by the State . All programs, services, and activities, including grants and contracts, shall be available, with or without accommodations, to individuals with disabilities, as they are for other persons . Accommodations could include changes to policies, practices, or procedures; removing architectural, communication, or transportation barriers; and providing auxiliary aids and services, such as interpreters .

An attempt should be made at the local level to resolve disability complaints . If the CareerCenter Manager or designee is unable to resolve the complaint to the complainant’s satisfaction, the complainant or the CareerCenter Manager (or designee) should fill out ETA Form 8429 . Once the complaint is logged, a copy of the form must be sent to the Department of Labor’s Accessibility Coordinator . The complainant may also take the issue to the Maine Human Rights Commission .

Accessibility CoordinatorOffice of the CommissionerMaine Department of Labor54 State House Station Augusta, ME 04333-0054

Or

Maine Human Rights Commission51 State House StationAugusta, ME 04333-0051 207-624-6290TTY: 1-888-577-6690


Wage and Hour Division

Referrals to the Wage and Hour Division, Bureau of Labor Standards (BLS)

The Wage and Hour Division of BLS investigates and interprets the following complaints:

• Severance pay in plant closings .

• rest breaks .

• time off to deal with domestic violence at home .

• wage issues related to plant closures .

• overtime and minimum wages .

• timely payment of wages .

• Family Leave Law .

• unfair agreements (illegal wage deductions or paybacks) .

• requirement for written reason for termination .

• whistle blower violations .

• requests to review personnel files by employee .

• child labor issues .

• equal pay .

• housing complaints (ask for BLS Housing Inspectors) .

BLS does not have legal authority over:

• fringe benefits (except payment of earned vacation upon termination of employment) .

• working conditions (schedules, dress codes, types of work performed, part-time or full-time status) .

• hiring or firing practices .

• discharge notices, warning, disciplinary actions .

• minimum/maximum hours per day or week (except for minors under 18).

• union or other contract agreements .

Maine is an “at will” state, which means that employees can legally be hired or fired at the employer’s discretion, provided there is no illegal discrimination, contract or collective bargaining agreement involved. If a customer feels there is discrimination, the process for filing a discrimination complaint should be followed.

Bureau of Labor Standards Maine Department of Labor 45 State House Station Augusta, ME 04333-0045 207-623-7900


Division of Vocational Rehabilitation

Appeals Process for the Division of Vocational Rehabilitation, Bureau of Rehabilitation Services

An applicant for or recipient of vocational rehabilitation services who is dissatisfied with any determination made by a rehabilitation counselor concerning the furnishing or denial of services may request (or, if appropriate, may request through the individual’s representative) a timely review of the determination . The Division of Vocational Rehabilitation (DVR) shall make reasonable accommodation to the individual’s disability in the conduct of the appeals process .

Informal ReviewWhenever possible, Maine DVR will attempt to resolve conflicts informally prior to mediation or a due process hearing, but an individual may request a due process hearing immediately without having to go through other appeal steps . An individual may request a meeting with the counselor, the appropriate supervisor, and a client assistance program representative, if desired, to explore options for resolving any conflicts .

Continuation of Services Pending Completion of the Hearing Pending a final determination of an appeal hearing, DVR may not suspend, reduce, or terminate services being provided under an Individualized Plan of Employment (IPE), unless the services were obtained through misrepresentation, fraud or collusion of the individual or unless an authorized representative requests suspension, reduction, or termination of services .

Time FramesThe time frames listed under Sections mediation and due process hearing may be waived if both parties agree to an extension of time in order to conduct the Mediation or Hearing and render a decision .

MediationThe Department of Labor Mediation process is an option to resolve conflicts when a resolution is not possible informally . Mediation is voluntary for both parties and either party may withdraw at any time . The mediator does not have the authority to impose a settlement on the parties but will attempt to help them reach a mutually satisfactory resolution of their dispute .

An individual must request Mediation within 30 calendar days of the agency notice regarding the provision or denial of services that is in question . The request shall be in writing and the request shall describe the complaint . The request should be sent to the Director of DVR who will immediately forward it to the Department of Labor, Division of Administrative Hearings .

The Division of Administrative Hearings will commence a mediation meeting within 15 calendar days of receipt of the request and shall be held in a location that is convenient to the parties in the dispute .

Mediation will be conducted in accordance with the Court Alternative Dispute Resolution Service’s (CADRES) standards on ethics and neutrality .

An agreement reached in the mediation process shall be set forth in a written mediation agreement .

Discussions that occur during the mediation process shall be confidential and may not be used as evidence in any subsequent due process hearing or civil proceeding in accordance with CADRES confidentiality standards .


The individual may be represented at the mediation, including but not limited to, representation by the Client Assistance Program .

Due process hearingA due process hearing is a procedure whereby an individual who is dissatisfied with any determinations concerning the provision or denial of DVR services may seek a re-determination of agency action before an impartial hearing officer .

The individual must request a Due process hearing within 30 calendar days of the agency notice regarding the provision or denial of service if Mediation was not requested .

If no request for due process hearing is made within 30 calendar days, the agency decision is considered final .

The request for due process hearing shall be in writing and shall describe the complaint . Maine DVR will accommodate an individual’s disability and offer assistance, if appropriate, in this process . The request should be sent to the Director of DVR who will immediately forward the request to the Department of Labor, Division of Administrative Hearings .

A pre-hearing conference will be held . At that time mediation will be explored as an option for resolving the dispute .

The due process hearing shall be conducted within 45 calendar days of receipt of the request for Due process hearing .

A due process hearing shall be conducted by an impartial hearing officer from the pool of qualified persons identified jointly by the Director of Maine DVR and the State Rehabilitation Council .

Maine DVR may not deny or dismiss a request for Due process hearing unless the individual or his/her representative:

• withdraws the request in writing or

• is adjudged by the Due process hearing officer to be in default for failure to appear at the hearing without good cause .

The due process hearing shall be conducted and a recommended decision shall be issued in accordance with Maine’s Administrative Procedures Act, 5 M .R .S .A . Chapter 375, subchapter IV .

The due process hearing Officer shall issue a decision within 30 days of the completion of the hearing . If the Commissioner of the Department of Labor or the Commissioner’s designee decides to review the decision of the impartial hearing officer, he/she will notify the individual or, if appropriate, the individual’s representative, of that intent within 20 days of the mailing of the impartial hearing officer’s decision. The Commissioner or his/her designee shall give the individual or individual’s representative 10 calendar days to submit additional evidence and information relevant to the final decision . If the Commissioner or his/her designee does not notify the applicant/ client of the intent to review the decision, the decision of the impartial hearing officer becomes the final decision .


Within 30 days of providing notice of intent to review the impartial hearing officer’s decision, the Commissioner or designee shall make a final decision and provide a full report in writing of the decision, including findings and the statutory, regulatory, or policy grounds for the decision, to the individual or, if appropriate, the individual’s representative .

The Commissioner or designee may not overturn or modify a decision, or part of a decision, of an impartial hearing officer unless the Commissioner or designee concludes, based on clear and convincing evidence, that the decision is clearly erroneous because it is contrary to the approved State Plan, the Act, federal regulations or state policy .

The due process hearing decision shall be considered final by the agency pending the outcome of further appeal procedures .

Judicial ReviewIn the written decision from the Commissioner or designee on a Due process hearing, the individual shall be advised on his/her right to file a petition in Superior Court under Rule 80C of the Maine Rules of Civil Procedure .


Division of the Blind and Visually Impaired

Appeals Process for the Division of the Blind and Visually Impaired, Bureau of Rehabilitation Services

An applicant for or recipient of vocational rehabilitation (VR) services who is dissatisfied with any determination made by a rehabilitation counselor concerning the furnishing or denial of services may request (or, if appropriate, may request through the individual’s representative) a timely review of the determination . The Division of the Blind and Visually Impaired (DBVI) shall make reasonable a CareerCenter accommodation to the individual’s disability in the conduct of the appeals process . Written notification of appeal rights will be provided to the individual at the time of application, when assigned an order of selection category, when an Individual Plan of Employment (IPE) is developed, and whenever DBVI VR services are reduced, suspended, or terminated . Notification will include the name and address of the person with whom an appeal may be filed and information regarding the Client Assistance Program .

Mediation and/or due process hearings are provided at no cost to the individual; however, costs related to legal representation are not covered by DBVI .

Informal ReviewWhenever possible, DBVI will attempt to resolve conflicts informally prior to mediation or a due process hearing. An individual may request a meeting with the counselor, the appropriate supervisor, and/or a Client Assistance Program representative, if desired, to explore options for resolving any conflicts . An individual may request mediation or due process hearing immediately without having to participate in the informal process .

Continuation of Services Pending AppealPending a final determination following an appeal hearing, the Division may not suspend, reduce, or terminate services being provided under an IPE, unless the services were obtained through misrepresentation, fraud or collusion or the individual, or the individual’s authorized representative requests suspension, reduction or termination of services .

MediationMediation is a voluntary process conducted by a qualified and impartial mediator . Mediation is provided at no cost to the individual, but costs related to legal representation are not covered by DBVI .

An individual must request mediation within 30 calendar days of the agency notice regarding the provision or denial of services that are in question . The request shall be in writing and shall describe the basis for the grievance . The request should be sent to the Director of DBVI who will immediately forward it to the Department of Labor, Division of Administrative Hearings .

The Division of Administrative Hearings shall convene a mediation within 15 calendar days of receipt of the request . The mediation shall be held at a location that is convenient to the parties to the dispute .

Mediation shall be conducted in accordance with the Court Alternative Dispute Resolution Service’s (CADRES) standards on ethics and neutrality . At any point during the mediation process, either party or the mediator may elect to terminate the mediation .

Any agreement reached in the mediation process shall be set forth in a written mediation agreement and shall be signed by both parties .


Discussions that occur during the mediation process shall be confidential and may not be used as evidence in any subsequent due process hearing or civil proceeding in accordance with CADRES confidentiality standards .

The individual may be represented at the mediation, including but not limited to representation by the Client Assistance Program . DBVI is not obligated to cover the cost of applicant’s legal representative .

The mediation process may not be used to deny or delay the individual’s right to pursue resolution of the dispute through a due process hearing within the specified time period .

Due Process HearingA due process hearing is a proceeding whereby an individual who is dissatisfied with any determination concerning the provision or denial of VR services may seek a review of agency action before a hearing officer .

The individual must request due process hearing within 30 calendar days of the agency notice regarding the provision or denial of service if mediation is not requested . If no request for due process hearing is made within 30 calendar days, the agency decision becomes final .

The request for due process hearing shall be in writing and shall describe the basis for the grievance . DBVI will accommodate an individual’s disability and offer assistance, if appropriate, in this process . The request should be sent to the Director of DBVI who will immediately forward the request to the Department of Labor, Division of Administrative Hearings .

A pre-hearing conference shall be held to clarify issues and explore options for resolving grievances .

The due process hearing shall be conducted within 60 calendar days of receipt of the request for due process hearing . A due process hearing shall be conducted by an impartial hearing officer assigned on a random basis from the pool of qualified persons identified jointly by the Director of DBVI and the State Rehabilitation Council of DBVI .

The DBVI VR program may not deny or dismiss a request for due process hearing unless the individual or his/her representative:

• withdraws the request in writing or

• is adjudged by the hearing officer to be in default for failure to appear at the hearing without good cause .

The due process hearing shall be conducted and will include an opportunity for the individual or the individual’s representative to present witnesses and relevant evidence . A decision will be issued in accordance with The Maine Administrative Procedure Act .

The due process hearing officer shall issue a written decision containing findings and grounds for the decision within 30 days of the completion of the hearing . The hearing officer’s decision becomes final unless one of the parties requests a Judicial Review .

Judicial ReviewAny party who disagrees with the decision resulting from the due process hearing has the right to file a petition in Superior Court under Rule 80C of the Maine Rules of Civil Procedure .


State Complaint System AdministrationThe purpose of this section is to make transparent to the CareerCenters and customers how complaints are handled at the State level. The source of the regulations is cited.

• State Complaint Resolution Administrator

• Hearings

• Discontinuation of Services


State Complaint Resolution Administrator

The State Complaint Resolution Administrator has overall responsibility for the operation of the CareerCenter complaint resolution system.

ResponsibilitiesThe Maine Department of Labor ensures that centralized control procedures are established for the handling of complaints and files relating to the handling of complaints . The State Complaint Resolution Administrator shall ensure that a central complaint log is maintained, listing all complaints received .

The State Complaint Resolution Administrator shall receive a quarterly log sheet and related paperwork from each CareerCenter office and will submit a report to the U .S . DOL Regional office . Copies of all completed ETA Form 8429 that correspond to the complaint log are required to be maintained in the central office as required by 20 CFR 658 .410 .

ReferralsUnresolved complaints referred from the CareerCenters and complaints received directly at the central office will be assigned by the State Complaint Resolution Administrator to the appropriate subject-matter expert at the Central office office for investigation/resolution. If complaints need to be referred to an enforcement agency, the State Complaint Resolution Administrator will forward the complaints .

Follow-upThe State Complaint Resolution Administrator is responsible for following up on each referred complaint . For most complaints, follow-up is performed quarterly . For migrant and seasonal farm workers, the follow-up is monthly . The State Complaint Resolution Administrator will update the referring CareerCenter and complainant with the status of the complaint .

DocumentationFor each complaint that comes directly to the central office, there needs to be a completed and signed ETA Form 8429 and copies of all relevant documentation of conversations and phone calls related to the complaint .

Within two months after the end of each calendar quarter, the State Complaint Resolution Administrator shall transmit copies of all local and central office complaint logs received for that quarter to the Regional U .S . DOL Administrator .

Migrant and Seasonal Farmworker ComplaintsState agencies shall ensure that any action taken by the responsible official, including referral, on a CareerCenter-related or non-CareerCenter-related complaint from an MSFW alleging a violation of employment related laws enforced by U .S . DOL Wage & Hour Division or OSHA is fully documented in a file at the Maine Department of Labor, containing all relevant information, including:

• a copy of the original ETA 8429 complaint form .

• a copy of any CareerCenter reports .

• any related correspondence .

• a list of actions taken .

• a record of related telephone calls .


The State Complaint Resolution Administrator must provide a quarterly summary complaint report to the State Monitor Advocate .

Discrimination ComplaintsThe handling of all CareerCenter-related complaints received by the central office office alleging unlawful discrimination by race, color, religion, national origin, sex, age, physical or mental status unrelated to job performance (handicap) status shall be assigned to the State EO Coordinator .

Complaints that Come Directly to the StateDocumentation will be kept of all efforts to resolve the complaint, such as letters, notes of phone calls, etc . If the complaint is referred to another agency, the referral and results will be documented . For instance, a State level decision to uphold the CareerCenter’s decision to deny a TAA claim should be documented, dated, and signed by the TAA Program Manager . The complaint then is sent to Administrative Hearings . The transmittal email and copy of the decision should be included in the file .

All Other ComplaintsThe handling of all other CareerCenter-related complaints and all non-CareerCenter-related complaints received by the central office shall be assigned to the appropriate State agency official .

Hearings and Discontinuation of ServicesThe State Complaint Administrator is responsible for initiating the process for Hearings and Discontinuation of Services .

Source: 20 CFR 658.410

Maintenance of Complaint Files

• File folders are kept for each program year by quarter (July – September, October – December, January – March, April – June) .

• Each folder should contain the log sheets from each CareerCenter for the quarter, cover letter summarizing the complaint activity, and the log sheets sent to the U .S . DOL Region 1 office . For reporting purposes, a copy of the cover letter will be sent to the State Monitor Advocate and the State EO Coordinator .

• For complaints that are being referred to the State level from the CareerCenters, a file should be created for each complainant . This file should contain all CareerCenter documentation, ETA Form 8429, an explanation of the activities to resolve the complaint at the State level, the result of the resolution, and a copy of the letter to the complainant about the resolution .

• If the complaint is referred to another agency from the State level (for instance, to the TAA Program Manager), copies of all documentation should be included with the referral documentation .

• Complaints sent directly to the State should be recorded on the log sheet for BES, Central Office . This log sheet should be kept in the quarterly file .

• Documentation of follow-up required of the State Complaint Resolution Administrator will be kept in the complainant’s file, along with a copy of the letter notifying the complainant of the complaint’s resolution .


Hearings

An opportunity to request a hearing may be offered in the following instances:

• when a complaint is WIA-related, has not been resolved by the local office, has been referred to the State Complaint Resolution Administrator, and has not been resolved within 60 days .

• any complaint that results in a written determination at the State level .

• when an investigation of a complaint against an employer has found the employer not to be in violation of State or Federal regulations .

• when a complaint is against the Maine Department of Labor .

Upon a written request for a hearing, the following procedures will be followed:Source: 20 CFR 658.416(6) and 20 CFR 658.417

If the State office, within 20 working days from the certified date of receipt of the notification, has not referred the complaint to a local office or an enforcement agency and has issued a determination to resolve the complaint, and receives a written request for a hearing in response thereto, the State office shall refer the complaint to a State hearing official for hearing . The parties to whom the determination was sent (the State agency may also be a party) shall then be notified in writing by the State office that:

• The parties will be notified of the date, time, and place of the hearing .

• The parties may be represented at the hearing by an attorney or other representative .

• The parties may bring witnesses and/or documentary evidence to the hearing.

• The parties may cross-examine opposing witnesses at the hearing .

• The decision on the complaint will be based on the evidence presented at the hearing .

• The State hearing official may reschedule the hearing at the request of a party or its representative .

• With the consent of the State agency’s representative and of the State hearing official, the party who requested the hearing may withdraw the request for hearing in writing before the hearing .

Hearings

1 . Hearings shall be held by State hearing officials . A State hearing official may be any State official authorized to hold hearings under the State unemployment compensation law or any official of the State agency, authorized by State law to preside at State administrative hearings .

2 . The State hearing official may decide to conduct hearings on more than one complaint concurrently if he/she determines that the issues are related or that the complaints will be handled more expeditiously in this fashion .

3 . The State hearing official, upon the referral of a case for a hearing, shall:

• Notify all involved parties of the date, time and place of the hearing .

• Re-schedule the hearing, as appropriate .


4 . In conducting a hearing, the State hearing official shall:

• Regulate the course of the hearing .

• Issue subpoenas, if empowered to do so under State law, if necessary .

• Assure that all relevant issues are considered .

• Rule on the introduction of evidence and testimony .

• Take any other action which is necessary to insure an orderly hearing .

5 . The testimony at the hearing shall be recorded and may be transcribed when appropriate .

6 . The parties shall be afforded the opportunity to present, examine, and cross-examine witnesses .

7 . The State hearing official may elicit testimony from witnesses, but shall not act as advocate for any party .

8 . The State hearing official shall receive and include in the record, documentary evidence offered by any party and accepted at the hearing . Copies thereof shall be made available by the party submitting the document to other parties to the hearing upon request .

9 . Technical rules of evidence shall not apply to hearings conducted pursuant to this section, but rules or principles designed to assure production of the most credible evidence available and to subject testimony to test by cross-examination, shall be applied where reasonably necessary by the State hearing official . The State hearing official may exclude irrelevant, immaterial, or unduly repetitious evidence .

10 . The case record, or any portion thereof, shall be available for inspection and copying by any party at, prior to, or subsequent to the hearing upon request . Special procedures may be used for disclosure of medical and psychological records such as disclosure to a physician designated by the individual .

11 . The State hearing official shall, if feasible, resolve the dispute by conciliation at any time prior to the conclusion of the hearing .

12 . At the State hearing official’s discretion, other appropriate individuals, organizations, or associations may be permitted to participate in the hearing as amicus curiae (friends of the court) with respect to specific legal or factual issues relevant to the complaint . Any documents submitted by the amicus curiae shall be included in the record .

13 . The following standards shall apply to the location of hearings involving parties in more than one State or in locations within a State but which are separated geographically so that access to the hearing location is extremely inconvenient for one or more parties as determined by the State hearing official .

• Whenever possible, the State hearing official shall hold a single hearing, at a location convenient to all parties or their representatives wish to appear and present evidence, and with all such parties and/or their representatives present.


• If a hearing location cannot be established by the State hearing official pursuant to the statement above, the State hearing official may conduct, with the consent of the parties, the hearing by a telephone conference call from a State agency office with all parties and their representatives not choosing to be present at that location permitted to participate in the hearing from their distant locations .

• Where the State agency does not have the facilities to conduct hearings by telephone pursuant to the above two paragraphs of this section, the State agencies in the States where the parties are located shall take evidence and hold the hearing in the same manner as used for appealed interstate unemployment claims in those States, to the extent that such procedures are consistent with Sec . 658 .416 .


Decision of the State Hearing Official

1 . The State hearing official may:

• Rule that the case is improperly before it, that is, that there is a lack of jurisdiction over the case .

• Rule that the complaint has been withdrawn properly and in writing .

• Rule that reasonable cause exists to believe that the request has been abandoned or that repeated requests for re-scheduling are arbitrary and for the purpose of unduly delaying or avoiding a hearing .

• Render such other rulings as are appropriate to the issues in question . However, the State hearing official shall not have jurisdiction to consider the validity or constitutionality of CareerCenter regulations or of the federal statutes under which they are promulgated .

2 . Based on the entire record, including the investigations and determinations of the local and State offices and any evidence provided at the hearing, the State hearing official shall prepare a written decision . The State hearing official shall send a copy of the decision stating the findings and conclusions of law and fact and the reasons therefore to the complainant, the respondent, entities serving as amicus capacity (if any), the State office, the Regional Administrator, and the Solicitor of Labor, Attn: Associates Solicitor for Employment and Training Legal Services, Department of Labor, Room N2101, 200 Constitutional Avenue, NW, Washington, DC 20210 . The notification to the complainant and respondent must be sent certified mail .

3 . All decisions of a State hearing official shall be accompanied by a written notice informing the parties (not including the Regional Administrator, the Solicitor of Labor, or entities serving in an amicus capacity) that, if they are not satisfied, they may, within 20 working days of the certified date of receipt of the decision, file an appeal in writing with the Regional Administrator . The notice shall give the address of the Regional Administrator .


Discontinuation of Services to Employers

Basis for Discontinuation of Services: Federal Regulations 20 CFR 416 and 417; 20 CFR 655.210; 20 CFR 658.501 to 503.

The State agency shall initiate procedures for discontinuation of services to employers who:

1 . Submit and refuse to alter or withdraw job orders containing specifications which are contrary to employment-related laws .

2 . Submit job orders and refuse to provide assurances that the jobs offered are in compliance with employment-related laws or to withdraw such job orders .

3 . Are found through field checks or otherwise to have either misrepresented the terms or conditions of employment specified on job orders or failed to comply fully with assurances made on job orders .

4 . Are found by a final determination by an appropriate enforcement agency to have violated any employment-related laws and notification of this final determination has been provided to the Job Service (JS) by that enforcement agency .

5 . Are found to have violated JS regulations pursuant to Sec . 658 .416(d)(4) .

6 . Refuse to accept qualified workers referred through the clearance system .

7 . Refuse to cooperate in the conduct of field checks conducted pursuant to Sec . 653 .503 .

8 . Repeatedly cause the initiation of the procedures for discontinuation of services pursuant to paragraphs (1) through (6) of this section .

The State agency may discontinue services immediately if, in the judgment of the State Administrator, exhaustion of the administrative procedures set forth in this subpart at Secs . 658 .501 through 658 .502 would cause substantial harm to a significant number of workers . In such instances, procedures at Sec . 658 .503(b) et seq . shall be followed .

For employers who are alleged to have not complied with the terms of the temporary labor certification, State agencies shall notify the Regional Administrator of the alleged non-compliance for investigation and pursuant to Sec . 655 .210 consideration of ineligibility for subsequent temporary labor certification .


Notification to Employers

The State agency shall notify the employer in writing that it intends to discontinue the provision of the CareerCenter services pursuant to 20 CFR Part 653 and the reason therefore:

1 . Where the decision is based on submittal and refusal to alter or to withdraw job orders containing specifications contrary to employment-related laws, the State agency shall specify the date the order was submitted, the job order involved, the specifications contrary to employment-related laws and the laws involved . The employer shall be notified in writing that all JS services will be terminated in 20 working days unless the employer within that time:

• provides adequate evidence that the specifications are not contrary to employment-related laws, or

• withdraws the specifications and resubmits the job order in compliance with all employment-related laws, or

• if the job is no longer available, makes assurances that all future job orders submitted will be in compliance with all employment-related laws, or

• requests a hearing from the State agency pursuant to Sec . 658 .417 .

2 . Where the decision is based on the employer’s submittal of an order and refusal to provide assurances that the job is in compliance with employment-related laws or to withdraw the order, the State agency shall specify the date the order was submitted, the job order involved and the assurances involved . The employer shall be notified that all JS services will be terminated within 20 working days unless the employer within that time:

• resubmits the order with the appropriate assurances,

• if the job is no longer available, makes assurances that all future job orders submitted will contain all necessary assurances that the job offered is in compliance with employment-related laws, or


3 . Where the decision is based on a finding that the employer has misrepresented the terms or conditions of employment specified on job orders or failed to comply fully with assurances made on job orders, the State agency shall specify the basis for that determination . The employer shall be notified that all JS services will be terminated in 20 working days unless the employer within that time:

• provides adequate evidence that terms and conditions of employment were not misrepresented, or

• provides adequate evidence that there was full compliance with the assurances made on the job orders, or

• provides resolution of a complaint which is satisfactory to a complainant referred by the JS, and

• provides adequate assurance that specifications on future orders will accurately represent the terms and conditions of employment and that there will be full compliance with all job order assurances, or



4 . Where the decision is based on a final determination by an enforcement agency that the employer-related laws, the State agency shall specify the determination . The employer shall be notified that all JS services will be terminated in 20 working days unless the employer within that time:

• provides adequate evidence that the enforcement agency has reversed its ruling and that the employer did not violate employment-related laws, or

• provides adequate evidence that the appropriate fines have been paid and/or appropriate restitution has been made, and

• provides assurances that any policies, procedures, or conditions responsible for the violation have been corrected and the same or similar violations are not likely to occur in the future .

5 . Where the decision is based on a finding of a violation of JS regulations under Sec .658 .416(d)(4), the State agency shall specify the finding . The employer shall be notified that all JS services will be terminated in 20 working days unless the employer within that time:

• provides adequate evidence that the employer did not violate JS regulations, or

• provides adequate evidence that appropriate restitution has been made or remedial action taken, and

• provides assurances that any policies, procedures, or conditions responsible for the violation have been corrected and the same or similar violations are not likely to occur in the future, or


6 . Where the decision is based on an employer’s failure to accept qualified workers referred through the clearance system, the State agency shall specify the workers referred and not accepted . The employer shall be notified that all JS services will be terminated in 20 working days unless the employer within that time:

• provides adequate evidence that the workers were accepted, or

• provides adequate evidence that the workers were not available to accept the job, or

• provides adequate evidence that the workers were not qualified, and

• provides adequate assurances that qualified workers referred in the future will be accepted, or


7 . Where the decision is based on lack of cooperation in the conduct of field checks, the State agency shall specify the lack of cooperation, the employer shall be notified that all JS services will be terminated in 20 working days unless the employer within that time:

• provides adequate evidence that he did cooperate, or

• cooperates immediately in the conduct of field checks, and

• provides assurances that he/she will cooperate in future field checks in further activity, or


If the employer chooses to respond pursuant to this section by providing documentary evidence or assurances, he/she must at the same time request a hearing if such hearing is desired in the event that the State agency does not accept the documentary evidence or assurances as adequate .


Where the decision is based on repeated initiation of procedures for discontinuation of services, the employer shall be notified that services have been terminated .

If the employer makes a timely request for a hearing, in accordance with this section, the State agency shall follow procedures set forth at Sec . 658 .417 and notify the complainant whenever the discontinuation of services is based on a complaint pursuant to Sec . 658 .501 (a) (5) .


Discontinuation of Services

If the employer does not provide a satisfactory response in accordance with Sec . 658 .502, within 20 working days, or has not requested a hearing, the State agency shall immediately terminate services to the employer .

If services are discontinued to an employer subject to Federal Contractor Job Listing Requirements, the State agency shall notify the ETA regional office immediately .

Reinstatement of Services

Services may be reinstated to an employer after discontinuation under Sec . 658 .503, if:

• The State is ordered to do so by a federal Administrative Law Judge or Regional Administrator, or

• The employer provides adequate evidence that any policies, procedures or conditions responsible for the previous discontinuation of services have been corrected and that the same or similar difficulties are not likely to occur in the future, and the employer provides adequate evidence that the employer has responded adequately to any findings of an enforcement agency, State JS agency, or USES, including restitution to the complainant and the payment of any fines, which were the basis of the discontinuation of services .

The State agency shall notify, within 20 working days, the employer requesting reinstatement whether his request has been granted . If the State denies the request for reinstatement, the basis for the denial shall be specified and the employer shall be notified that he/she may request a hearing within 20 working days .

If the employer makes a timely request for a hearing, the State agency shall follow the procedures set forth at Sec . 658 .417 .

The State agency shall reinstate services to an employer if ordered to do so by a State hearing officer, Regional Administrator, or federal Administrative Law Judge as a result of a hearing offered pursuant to paragraph (c) of this section .

Source: 20 CFR 658.504Source: 20 CFR 658.503 Source: 20 CFR 658.501



Appendix A –Master List of Personnel and Contacts• State Agencies

• Equal Opportunity Contacts

• Federal Agencies


State Agencies

State Complaint Resolution Administrator

Jorge AceroBureau of Employment ServicesMaine Department of Labor55 State House StationAugusta, ME 04333-0055207-623-7928Jorge .A .Acero@Maine .gov

Office of the Commissioner, MDOL Disability Coordinator

Office of the CommissionerMaine Department of Labor54 State House StationAugusta, ME 04333-0054207-621-5095

State Monitor Advocate

Jorge AceroBureau of Employment ServicesMaine Department of Labor55 State House StationAugusta, ME 04333-0055207-623-7928 or 207-446-9081Jorge .A .Acero@Maine .gov

Foreign Labor Certification

Jorge AceroBureau of Employment ServicesMaine Department of Labor55 State House StationAugusta, ME 04333-0055207-623-7928Jorge .A .Acero@Maine .gov

Bureau of Unemployment Compensation

47A State House StationAugusta, ME 04333-0047800-593-7600


45 State House Station Augusta, ME 04333-0045207-623-7900

Bureau of Rehabilitation Services

150 State House StationAugusta, ME 04333-01501-800-698-4440TTY: 1-888-755-0023

Department of Health and Human Services

11 State House Station221 State StreetAugusta, ME 04333-0011(207) 287-3707

Maine Human Rights Commission

51 State House StationAugusta, ME 04333-0051207-624-6050


State Equal Opportunity Coordinator

Michaela LoiselSESC108 State House StationAugusta, ME 04333-0108207-623-6735TTY: 800-794-1110Michaela .T .Loisel@Maine .gov

Local Equal Opportunity Officers

Aroostook CountyConnieSandstrom, Executive DirectorAroostook County Action Program, Inc .771 Maine StreetPresque Isle, ME 04769207-764-3721TTY: 207-760-6301csandstrom@acap-me .org

Washington County Equal Opportunity OfficerNichole Jamison, CareerCenter ManagerMachias CareerCenter53 Prescott Drive, Suite 1Machias, ME 04654207-255-1900 TTY users call Maine Relay 711Nichole .S .Jamison@Maine .gov

Penobscot, Piscataquis, and Hancock Counties Seamus Higgins, HR DirectorEastern Maine Development Corporation40 Harlow StreetBangor, ME 04401207-974-3223shiggins@emdc .org

Androscoggin, Franklin, and Oxford Counties Patricia Ladd, Program ManagerWestern Maine Community Action Program865 US Route 2EWilton, ME 04294207-645-5800 TTY users call Maine Relay 711Patty .Ladd@Maine .gov

Kennebec CountyPeter D . Diplock, CareerCenter ManagerAugusta CareerCenter109 State House StationAugusta, ME 04333-0109207-624-5120 TTY users call Maine Relay 711Peter .D .Diplock@Maine .gov

Somerset County Equal Opportunity OfficerAnita Dunham, CareerCenter ManagerSkowhegan CareerCenter 98 North AvenueSkowhegan, ME 04976207-474-4950TTY users call Maine Relay 711Anita .C .Dunham@Maine .gov

Cumberland, Sagadahoc, Lincoln, Knox, and Waldo Counties Manny ArchibaldGoodwill Industries of Northern New England34 Hutcherson Drive, Unit 1Portland, ME 04038207-774-6323 x6310Manny .Archibald@goodwillnne .org

Cumberland County Equal Opportunity OfficerMichael Roland, CareerCenter ManagerPortland CareerCenter185 Lancaster StreetPortland, ME 04101207-347-3250 TTY users call Maine Relay 711Michael .Roland@Maine .gov

York CountyDawn Self-Cooper, CareerCenter ManagerSpringvale CareerCenter9 Bodwell CourtSpringvale, ME 04083207-324-5460 TTY users call Maine Relay 711Dawn .B .Self-Cooper@Maine .gov

Equal Opportunity Contacts


Federal Agencies

U.S. Department of Labor Employment and Training Administration

25 New Sudbury StreetJohn F . Kennedy Federal Building, Room E-350Boston, MA 02203617-788-0170

U.S. Department of Labor Wage & Hour Division

1155 Elm Street, Suite 501Manchester, NH 03104-2907603-666-77161-866-487-9243

OSHA

25 New Sudbury StreetJohn F . Kennedy Federal BuildingRoom E340Boston, MA 02203617-565-9860

40 Western Avenue Room G-26Augusta, ME 04330207-626-9160

382 Harlow StreetBangor, ME 04401207-941-8177

Civil Rights Center

U .S . DOL Civil Rights CenterRoom N4123200 Constitution Avenue, NWWashington, DC 20210202-693-6500TTY: 202-693-6515 or 6516

Veterans’ Employment and Training Service

Debbie J . Kelly, Maine Director VETSU .S . Department of Labor 5 Mollison Way, Suite 104Lewiston, Maine 04240207-753-9089kelly .debbie .J@dol .gov


Appendix B – Forms• Customer Complaint Resolution log sheet

• ETA Form 8429

• Apparent or Field Check Violation Form

• DL Form 1-2014a



Complaint #

Com

plai

nant

Nam

e:

pers

on m

aking

comp

laint

Resp

onde

nt N

ame:

who/

what

comp

laint

is ag

ainst

Date Filed

MSFW

H-2A Worker

Against Employer

Against CareerCenter

Program Decision

Workplace Safety

H-2A Regulations/Law

Wages/Hours/UI/TANF/etc.

Disability

Discrimination

MSFW Regulations/Laws

Other

State Complaint Administrator

UI/TANF/OSHA

Wage & Hour, USDOL (H-2A)


DBVI/DVR

EO State Office (discrimination)

State Monitor Advocate (MSFW)

Other

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Resolved Locally

Staf

f Per

son

Taki

ng

Com

plai

nt

Quar

ter:

Prog

ram

Yea

r:Ca

reer

Cent

er-

Rela

ted

Non-

Care

erCe

nter

-Re

late

dRe

ferr

ed T

o:

Mai

ne D

epar

tmen

t of L

abor

Custo

mer C

ompla

int Re

solut

ion Sy

stem

Quar

terly

Log

Loca

l Off

ice:

rev.

12/

10



One Stop Career Center (OSCC) Complaint/Referral RecordFor OSCC Use OnlyComplaint No. Date Received

Part I. Complainant’s Information Respondent’s Information1. Name of Complainant (Last, First, Middle Initial)

4. Name of Person Complaint Made Against

2a. Permanent Address (No., St., City, State, ZIP Code)

5. Name of Employer/OSCC Office

b. Temporary Address (if Appropriate)

6. Address of Employer/OSCC Office

3a. Permanent Telephone( ) -

b. Temporary Telephone( ) -

7. Telephone Number of Employer/OSCC Office( ) -

8. Description of Complaint (If additional space is needed, use separate sheet(s) of paper and attach to this form)

I CERTIFY that the information furnished is true and accurately stated to the best of my knowledge. I AUTHORIZE the disclosure of Certification this information to other enforcement agencies for the proper investigation of my complaint. I UNDERSTAND that my identity will

be kept confidential to the maximum extent possible, consistent with applicable law and a fair determination of my complaint.9. Signature of Complainant 10. Date Signed

/ /

U.S. Department LaborEmployment and Training Administration

OMB Approval No. 1205-0039Expiration Date: April 30, 2015



Part II. For OSCC Use Only1. Migrant or Seasonal Farmworker?

Yes No2. Type of Complaint (“X” Appropriate Box(es))

Job Service Related Job Order No. Against Job ServiceAgainst EmployerAlleged Violation of WIA Regulations

Alleged Violation of Employment Law(s)

Non-Job Service Related

3. If non-Job Service-related, does Complaint concern lawsenforced by Wage and Hour Division (formerly called the Employment Standards Administration) U.S. D.O.L. WHD or OSHA? Yes No4. Kind of complaint (“X” Appropriate Box(es))

Wage Related HousingChild Labor PesticidesWorking Conditions Health/SafetyMigrant and Seasonal DisabilityAgricultural Worker DiscriminationProtection Act (MSPA)

Discrimination*Other (Specify)

5. H-2a/Criteria Employer U.S./Domestic Worker

H-2a Worker

Wages Transportation

Meals Housing Other

6. *For DISCRIMINATION COMPLAINTS ONLY. Persons wishing to file complaints of discrimination may file either with the State Workforce Agency, or with the Directorate of Civil Rights (DCR), U. S. Department of Labor, 200 Constitution Avenue, NW, Room N-4123, Washington, D.C. 20210.

7a. Referrals To Other Agencies (“X” one)WHD. U.S. DOL. OSHA U.S. D.O.L.Other

8. Address of Referral Agency (No., St., City, State, ZIP Code and Telephone No.)

( ) - b. Follow-Up (“X” one) MonthlyYes No Quarterly

c. Follow-up Date / /

9. Comments (If additional space is needed, use separate sheet of paper) Provide OSCC Services? Yes No If “No”, explain.

Complaint resolved? Yes No If “No”, explain.10a. Name and Title of Person Receiving Complaint

11. Office Address (No., St., City, State, ZIP Code)

b. Phone No.

( ) - 12a. Signature b. Date

/ / Public Burden StatementPersons are not required to respond to this collection of information unless it displays a currently valid OMB Control Number. Obligation to reply is required to obtain or retain benefits (44 USC 5301). Public reporting burden for this collection is estimated to average 8 minutes per response, including the time to review instructions, search existing data sources, gather and maintain the data needed, and complete and review the collection of information. Send comments regarding this burden estimate or any other aspect of this collection, including suggestions for reducing this burden, to the U.S. Department of Labor, Employment and Training Administration, Office of Workforce Investment, Room C-4510, 200 Constitution Avenue, NW, Washington, DC 20210.

Complaint Information Form Maine Department of Labor Discrimination Complaint

1. Complainant Information:

State your name and address:

Your telephone number(s):

Home Number: ( ) -

Work Number: ( ) -

2. Respondent Information:

Provide name and address of agency involved: Telephone Number: ( ) -

3. What is the most convenient time and place for us to contact you about this complaint?

4. To your best recollection on what date(s) did the discrimination take place?

Date of first occurrence:

Date of most recent occurrence: 5. Have you ever attempted to resolve this complaint at the local level? No Yes

a. Have you been provided with a final decision at the local level regarding your complaint?

No Yes

Date of final decision (if any)

b. Have 90 days elapsed since you filed or attempted to file this complaint at the local level?

No Yes

Date you filed or attempted to file your complaint at the local level.

6 . Explain as briefly and clearly as possible what happened and how you were discriminated against. Indicate who wasinvolved. Be sure to include how other persons were treated differently from you. Also attach any written material pertaining to your case.

For DOL use only

CIF Received by CRC: _____Accepted _____ Not Accepted Case Number _____

By: Date:

OMB Control Number 1225-0077 Exp. Date 5/31/2011 DL 1-2014a (Rev’6/87)

Complaint Information Form Maine Department of Labor Discrimination Complaint

1. Complainant Information:

State your name and address:

Your telephone number(s):

Home Number: ( ) -

Work Number: ( ) -

2. Respondent Information:

Provide name and address of agency involved: Telephone Number: ( ) -

3. What is the most convenient time and place for us to contact you about this complaint?

4. To your best recollection on what date(s) did the discrimination take place?

Date of first occurrence:

Date of most recent occurrence: 5. Have you ever attempted to resolve this complaint at the local level? No Yes

a. Have you been provided with a final decision at the local level regarding your complaint?

No Yes

Date of final decision (if any)

b. Have 90 days elapsed since you filed or attempted to file this complaint at the local level?

No Yes

Date you filed or attempted to file your complaint at the local level.

6 . Explain as briefly and clearly as possible what happened and how you were discriminated against. Indicate who wasinvolved. Be sure to include how other persons were treated differently from you. Also attach any written material pertaining to your case.

For DOL use only

CIF Received by CRC: _____Accepted _____ Not Accepted Case Number _____

By: Date:

OMB Control Number 1225-0077 Exp. Date 5/31/2011 DL 1-2014a (Rev’6/87)

2

7. To the best of your knowledge, which of the following Department of Labor programs were involved? (Check one) Workforce

Investment Act (WIA) Job Training MSHA

Welfare to Work OSHA Job Service Youth

Unemployment Insurance Job Corps Apprenticeship

Older Americans Displaced Worker Other: Specify

8. Basis of Complaint: Which of the following best describes why you believe you were discriminated against: (Check)

Race: Specify Color: Specify Religion: Specify National Origin: Specify Sex: Specify [ ] Male [ ] Female Age: Specify Date of Birth: Disability: Specify Political Affiliation: Specify Citizenship: Specify Reprisal/Retaliation: Specify Other: Specify 9. Do you think the discrimination against you involved: (Check one)

Your job or seeking employment?or

Your use of facilities or someone providing/not providing you with services or benefits? If so, which of the following are involved?

Hiring Harassment Transition Access/Accommodation Wages Union Representation Job Classification Union Activity Discharge/Termination Application Promotion Enrollment Training Referral Transfer Exclusion Qualification/Testing Placement Grievance Procedure Benefits Layoff/Furlough Performance Appraisal Recall (From Layoff-Furlough) Discipline/Reprimand Seniority Intimidation/Reprisal Other: Specify

10. Why do you believe these events occurred?

3

11. What other Information do you think is relevant to our investigation?

12. If this complaint is resolved to your satisfaction, what remedies do you seek?

13. Please list below any persons (witnesses, fellow employees, supervisors, or others) that we may contact for additional information to support or clarify your complaint:

________________________ _______________________________________ ________________ Name Address Telephone Number

14. Do you have an attorney?

Yes No

If yes, please provide name, address and phone: __________________________ _______________________________________ ________________ Attorney Name Address Telephone Number 15. Have you filed a case or complaint with any of the following?

Civil Rights Division, U.S. Dept of Justice U.S. Equal Employment Opportunity Commission Federal or State court Your State or local Human Relations/Rights Commission

16. For each item checked in #15 above, please provide the following Information:

Agency:Data Filed: Case or Docket Number Date of Trial or Hearing: Location of agency or court Name of Investigator: Status of Case: Comments:

17. Sign (Complaint NOT VALID unless signed)

_______________________________________ ___________________ Name Date

4

U.S. Department of Labor, Civil Rights Center NOTICE ABOUT INVESTIGATORY USES OF PERSONAL INFORMATION

Two Federal laws govern personal information to Federal agencies, including the Civil Rights Center (CRC), the Privacy Act of 1974, (5 U.S.C. 552) and the Freedom of Information Act (5 U.S.C. 552) or “FOIA”. Please read the description of how these laws apply to information connected with your complaint. After reading this notice, please sign and return the consent agreement printed on the back of this notice, along with your complaint form. The PRIVACY ACT protects individuals from misuse of personal information held by the Federal Government. The law applies to records that are kept and can be located by the individual’s name, social security number, or other personal identification system. Anyone who submits information to CRC in connection with a discrimination complaint should know the following:

CRC has been authorized to investigate complaints of discrimination on the basis of race, color, national origin, age, and handicap and in some programs on the basis of sex, religion, citizenship, and political affiliation or belief, in programs that receive Federal funds through the Department of Labor, CRC is also authorized to conduct reviews of federal funded program to assess their compliance with civil rights laws.

Information that CRC collects is analyzed by authorized personnel with CRC. This information may include

personnel or program participant records, and other personal information. CRC staff may want to reveal some of the personal information to individuals outside the office in order to verify facts related to the complaint, or to discover new facts which will help CRC determine whether the law has been violated. Such information could include, for example, the physical condition or age of a complainant. CRC may also have to reveal personal information to a person who submits a request for disclosure authorized by the Freedom of Information Act.

Information submitted to CRC may also be revealed to persons outside of CRC because it is necessary in order to

complete enforcement proceedings against a program that CRC finds to have violated the law or regulations. Such information could include, for example, the name, income, age, marital status or physical condition of the complainant.

Any personal information you provide may be used only for the specific purpose for which it was requested. CRC

requests personal information only for the purpose of carrying out authorized activities to enforce, and determine compliance with, civil rights laws and regulations. CRC will not release personal information to any person or organization unless the person who submitted the information gives written consent, or unless release is required by the Freedom of Information Act.

No law requires that a complainant reveal personal information CRC, and no action will be taken against a person

who denies CRC’s request for personal information. However, if CRC cannot obtain the information needed to fully investigate the allegations in the complaint, CRC may close the case.

Any person may ask for, and receive, copies of all personal materials CRC keeps in his or her file for investigatory use.

AS A POLICY, CRC DOES NOT REVEAL NAMES AND OTHER IDENTIFYING INFORMATION ABOUT INDIVIDUALS UNLESS IT IS NECESSARY TO COMPLETE INVESTIGATION OR ENFORCEMENT ACTIVITIES AGAINST A PROGRAM WHICH HAS VIOLATED THE LAW. CRC never reveals to the program under investigation the identity of the person who filed the complaint, unless the complainant first gave CRC written permission to do so.

The FREEDOM OF INFORMATION ACT (FOIA) gives the public maximum access to Federal government files and records. Persons can request and receive information from many types of records kept by the Federal government-not just materials that apply to them personally. The Civil Rights Center must honor most requests for information submitted under FOIA, but there are exceptions.

CRC is usually not required to release information during an investigation or an enforcement proceeding if that release would limit CRC’s ability to do its job effectively; and

CRC can refuse to disclose information if release would result in a “clearly unwarranted invasion” of a person’s privacy.

PLEASE READ AND SIGN SECTION A OR SECTION B OF THE CONSENT FORM PRINTED ON THE BACK OF THIS NOTICE, AND RETURN IT TO THE CIVIL RIGHTS CENTER WITH YOUR SIGNED COMPLETED COMPLAINT INFORMATION FORM.

5

CONSENT FORM

I have read the Notice about Investigatory Uses of Personal Information, printed on the front of this form. I understand the following provisions of the Privacy Act and Freedom of Information Act, which apply to personal information I reveal to the Civil Rights Center in connection with my complaint:

In the course of investigating my complaint, CRC may have to reveal my identity to staff of the program named in my complaint in order to obtain facts and evidence regarding my complaint;

I do not have to reveal any personal information to CRC, but CRC may close my complaint if I refuse to reveal information needed to fully investigate my complaint;

I may request and receive a copy of any personal information CRC keeps in my complaint file for investigatory uses; and

Under certain conditions, CRC may be required by the Freedom of Information Act to reveal to others personal information I have provided in connection with my complaint.

SECTION A

[ ] YES, CRC MAY DISCLOSE MY IDENTITY IF NECESSARY TO INVESTIGATE MY COMPLAINT. I have read and understand the notice, and I consent for CRC to disclose my identity during investigation of my complaint.

________________________________ _______________ (Signature) (Date)

SECTION B

[ ] NO, CRC MAY NOT DISCLOSE MY IDENTITY, EVEN IF NECESSARY TO PROCESS MY COMPLAINT. I have read and understand the notice, and I do not consent for CRC to disclose my identity during investigation on of my complaint. I request that CRC process my complaint, however, I understand that CRC may cancel my complaint if it cannot fully investigate without disclosing my identity. I also understand CRC may close my complaint if it cannot begin an investigation because I have not consented for CRC to reveal my identity.

________________________________ _______________ (Signature) (Date)

Persons are not required to respond to a collection of information unless it displays a currently valid OMB control number. Completing this form is voluntary; however, the requested information must be provided in order to file a complaint of discrimination. The Department of Labor's Civil Rights Center will use the information to investigate your complaint of discrimination. The estimated average response time to complete this form is 15 minutes per response. Send comments regarding this estimate or any other aspects of this collection of information to the U.S. Department of Labor, Office of the Assistant Secretary for Administration and Management, Civil Rights Center, Room N-4123, Washington, D.C. 20210. Please reference OMB control number 1225-0077.


Appendix C – Sample Letters• Request for Complainant’s Signature

• Notification of Complaint Referral


Request for Complainant’s Signature

21 Enterprise Drive, Suite 2109 State House StationAugusta, ME 04333-0109Tel 207-624-5120or 1-800-760-1573Fax 207-287-6236TTY 1-800-663-0770www.mainecareercenter.com

A collaboration of the Maine Department of Labor and employment, education and training providers.The Maine Department of Labor provides equal opportunity in employment and programs.

Auxiliary aids and services are available to individuals with disabilities upon request.

Date

Complainant NameAddressCity state zip

Dear

This letter is to advise you that no further action can be taken on the resolution of your complaint unless a signed ETS Form 8429 is received from you. Efforts to resolve your complaint at the local office level were unsuccessful.

If you wish to pursue resolution of your complaint, please sign the enclosed ETS Form 8429 and return to me within 20 business days.

As you will note under Part I, Complainant’s Information, lines 1 through 8 are complete. This information was entered when you first lodged your complaint at the CareerCenter.

To continue the resolution process, you must sign, date and return this form to me within 20 business days from the date of this letter.

Should you have any questions regarding the handling of your complaint, please contact me at (telephone num-ber/email address).

Sincerely,

CareerCenter Manager

enclosure

SAMPLE


Notification of Complaint Referral

21 Enterprise Drive, Suite 2109 State House StationAugusta, ME 04333-0109Tel 207-624-5120or 1-800-760-1573Fax 207-287-6236TTY 1-800-663-0770www.mainecareercenter.com

A collaboration of the Maine Department of Labor and employment, education and training providers.The Maine Department of Labor provides equal opportunity in employment and programs.

Auxiliary aids and services are available to individuals with disabilities upon request.

Date

Complainant NameAddressCity state zip

Dear

This letter is to confirm that I have received the ETA Form 8429, One Stop Career Center (OSCC) Complaint/Referral Record filed with this office.

Your complaint has been referred to [State Complaint Resolution Administrator, State EEO Coordinator, Maine Wage and Hour Division, Migrant and Seasonal Farm Worker State Monitor Advocate, etc.] for immediate re-view and action.

Should you have any questions regarding the handling of your complaint, please contact me at [telephone number/e-mail address].

Sincerely,

CareerCenter Manager

SAMPLE



Appendix D – Posters• If you have a complaint… .

• How to File a Personnel Complaint

• Equal Opportunity is the Law

• Migrant and Seasonal Agricultural Worker Protection Act

• Employee Rights under the H-2A Program

If you have a complaint about:• anemployer• servicesyou’vereceivedhereattheCareerCenter• adecisionthatwasmadeaboutreceivingCareerCenterservices

• theactionsofaCareerCenterstaffperson• thelawsgoverningprogramsofferedattheCareerCenter

This is the process we will follow:• YouwillmeetwiththeCareerCentermanagerorthatperson’sdesigneetoexplainyourcomplaint.

• Wewilltrytoresolveyourcomplaint.WewillofferyouCareerCenterservicesthatmaymeetyourneeds.

• Ifwecan’tresolveyourcomplaintherewithin15days(or5daysifyou’reamigrantorseasonalfarmworker),wewillhelpyoufilloutaformthatwillallowustoreferyourcomplainttotheStateofficeoftheMaineDepartmentofLaborinAugusta.Youwillneedtocompleteandsignthatform.You’llreceiveacopyofthecompletedform.

• TheStateComplaintResolutionAdministratormaydosomefurtherinvestigationandwillworkwithyouonresolvingyourcomplaint.

• Youwillreceiveinformationinwritingonallactionstakenregardingyourcomplaint.

• IfyourcomplaintisnotresolvedattheStatelevel,itwillbereferredtothenextlevel/agencyresponsibleforcomplaintresolution.Again,youwillbenotifiedinwritingofanyreferralandthefinaldecisionaboutyourcomplaint.



How to File a Personnel Complaint

If you wish to make a complaint about the actions of any employee or employees of the Maine Department of Labor, please contact:

Office of the CommissionerMaine Department of Labor

54 State House StationAugusta, ME 04333-0054

207-621-5095

The complaint should identify yourself, provide contact information, and contain specific details about your complaint . The receipt of your complaint will be formally acknowledged in writing or by phone, and your complaint will then be investigated and processed as expeditiously as possible . You may be contacted to provide additional information about your complaint .

When the investigation of your complaint has been completed, you will receive a written explanation of the final disposition of the matter, within the limits of confidentiality laws .


[Sample poster only. Download original at: www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf ]

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auth

oriti

es a

bove

sho

uld

cont

act

imm

edia

tely

:

The

Offi

ce o

f Fed

eral

Con

trac

t Com

plia

nce

Prog

ram

s (O

FCC

P), U

.S.

Dep

artm

ent o

f Lab

or, 2

00 C

onst

itutio

n A

venu

e, N

.W.,

Was

hing

ton,

D.C

. 20

210,

1-8

00-3

97-6

251

(tol

l-fre

e) o

r (2

02)

693-

1337

(T

TY

). O

FCC

P m

ay a

lso

be

cont

acte

d by

e-m

ail a

t OFC

CP-

Publ

ic@

dol.g

ov, o

r by

cal

ling

an O

FCC

P re

gion

al

or d

istr

ict o

ffice

, lis

ted

in m

ost t

elep

hone

dir

ecto

ries

und

er U

.S. G

over

nmen

t, D

epar

tmen

t of L

abor

.

Prog

ram

s or

Act

iviti

es R

ecei

ving

Fed

eral

Fin

anci

al A

ssis

tanc

e

RA

CE,

CO

LOR

, NAT

ION

AL

OR

IGIN

, SEX

IN

DIV

IDU

ALS

WIT

H D

ISA

BIL

ITIE

S

In a

dditi

on to

the

prot

ectio

ns o

f Titl

e V

II o

f the

Civ

il R

ight

s A

ct o

f 196

4, a

s Se

ctio

n 50

4 of

the

Reh

abili

tatio

n A

ct o

f 197

3, a

s am

ende

d, p

rohi

bits

em

ploy

men

t am

ende

d, T

itle

VI o

f the

Civ

il R

ight

s A

ct o

f 196

4, a

s am

ende

d, p

rohi

bits

di

scri

min

atio

n on

the

basi

s of

dis

abili

ty in

any

pro

gram

or

activ

ity w

hich

rec

eive

s di

scri

min

atio

n on

the

basi

s of

rac

e, c

olor

or

natio

nal o

rigi

n in

pro

gram

s or

Fe

dera

l fina

ncia

l ass

ista

nce.

Dis

crim

inat

ion

is p

rohi

bite

d in

all

aspe

cts

of

activ

ities

rec

eivi

ng F

eder

al fi

nanc

ial a

ssis

tanc

e. E

mpl

oym

ent d

iscr

imin

atio

n em

ploy

men

t aga

inst

per

sons

with

dis

abili

ties

who

, with

or

with

out r

easo

nabl

e is

cov

ered

by

Titl

e V

I if t

he p

rim

ary

obje

ctiv

e of

the

finan

cial

ass

ista

nce

is

acco

mm

odat

ion,

can

per

form

the

esse

ntia

l fun

ctio

ns o

f the

job.

pr

ovis

ion

of e

mpl

oym

ent,

or w

here

em

ploy

men

t dis

crim

inat

ion

caus

es o

r m

ay

If y

ou b

elie

ve y

ou h

ave

been

dis

crim

inat

ed a

gain

st in

a p

rogr

am o

f any

ca

use

disc

rim

inat

ion

in p

rovi

ding

ser

vice

s un

der

such

pro

gram

s. T

itle

IX o

f the

in

stitu

tion

whi

ch r

ecei

ves

Fede

ral fi

nanc

ial a

ssis

tanc

e, y

ou s

houl

d im

med

iate

ly

Edu

catio

n A

men

dmen

ts o

f 197

2 pr

ohib

its e

mpl

oym

ent d

iscr

imin

atio

n on

the

cont

act t

he F

eder

al a

genc

y pr

ovid

ing

such

ass

ista

nce.

ba

sis

of s

ex in

edu

catio

nal p

rogr

ams

or a

ctiv

ities

whi

ch r

ecei

ve F

eder

al fi

nanc

ial

assi

stan

ce.

EE

OC

9/0

2 an

d O

FC

CP

8/08

Ver

sion

s U

seab

le W

ith

11/0

9 Su

pple

men

t E

EO

C-P

/E-1

(R

evis

ed 1

1/09

)


Empl

oyer

s H

oldi

ng F

eder

al C

ontr

acts

or S

ubco

ntra

cts

App

lican

ts to

and

em

ploy

ees

of c

ompa

nies

with

a F

eder

al g

over

nmen

t con

trac

t or

subc

ontr

act

are

prot

ecte

d un

der

Fede

ral l

aw fr

om d

iscr

imin

atio

n on

the

follo

win

g ba

ses:

RA

CE,

CO

LOR

, REL

IGIO

N, S

EX, N

ATIO

NA

L O

RIG

IN

Exe

cutiv

e O

rder

112

46, a

s am

ende

d, p

rohi

bits

job

disc

rim

inat

ion

on th

e ba

sis

of r

ace,

col

or, r

elig

ion,

sex

or

natio

nal o

rigi

n, a

nd r

equi

res

affir

mat

ive

actio

n to

en

sure

equ

ality

of o

ppor

tuni

ty in

all

aspe

cts

of e

mpl

oym

ent.

IND

IVID

UA

LS W

ITH

DIS

AB

ILIT

IES

Se

ctio

n 50

3 of

the

Reh

abili

tatio

n A

ct o

f 197

3, a

s am

ende

d, p

rote

cts

qual

ified

in

divi

dual

s fr

om d

iscr

imin

atio

n on

the

basi

s of

dis

abili

ty in

hir

ing,

pro

mot

ion,

di

scha

rge,

pay

, fri

nge

bene

fits,

job

trai

ning

, cla

ssifi

catio

n, r

efer

ral,

and

othe

r as

pect

s of

em

ploy

men

t. D

isab

ility

dis

crim

inat

ion

incl

udes

not

mak

ing

reas

onab

le a

ccom

mod

atio

n to

the

know

n ph

ysic

al o

r m

enta

l lim

itatio

ns o

f an

othe

rwis

e qu

alifi

ed in

divi

dual

with

a d

isab

ility

who

is a

n ap

plic

ant o

r em

ploy

ee,

barr

ing

undu

e ha

rdsh

ip.

Sect

ion

503

also

req

uire

s th

at F

eder

al c

ontr

acto

rs ta

ke

affir

mat

ive

actio

n to

em

ploy

and

adv

ance

in e

mpl

oym

ent q

ualifi

ed in

divi

dual

s w

ith d

isab

ilitie

s at

all

leve

ls o

f em

ploy

men

t, in

clud

ing

the

exec

utiv

e le

vel.

DIS

AB

LED

, REC

ENTL

Y S

EPA

RAT

ED, O

THER

PR

OTE

CTE

D,

AN

D A

RM

ED F

OR

CES

SER

VIC

E M

EDA

L VE

TER

AN

S

The

Vie

tnam

Era

Vet

eran

s’ R

eadj

ustm

ent A

ssis

tanc

e A

ct o

f 197

4, a

s am

ende

d, 3

8 U

.S.C

. 421

2, p

rohi

bits

job

disc

rim

inat

ion

and

requ

ires

affi

rmat

ive

actio

n to

em

ploy

an

d ad

vanc

e in

em

ploy

men

t dis

able

d ve

tera

ns, r

ecen

tly s

epar

ated

vet

eran

s (w

ithin

thre

e ye

ars

of d

isch

arge

or

rele

ase

from

act

ive

duty

), o

ther

pro

tect

ed v

eter

ans

(vet

eran

s w

ho s

erve

d du

ring

a w

ar o

r in

a c

ampa

ign

or e

xped

ition

for

whi

ch a

ca

mpa

ign

badg

e ha

s be

en a

utho

rize

d), a

nd A

rmed

For

ces

serv

ice

med

al v

eter

ans

(vet

eran

s w

ho, w

hile

on

activ

e du

ty, p

artic

ipat

ed in

a U

.S. m

ilita

ry o

pera

tion

for

whi

ch a

n A

rmed

For

ces

serv

ice

med

al w

as a

war

ded)

.

RET

ALI

ATIO

N

Ret

alia

tion

is p

rohi

bite

d ag

ains

t a p

erso

n w

ho fi

les

a co

mpl

aint

of d

iscr

imin

atio

n,

part

icip

ates

in a

n O

FCC

P pr

ocee

ding

, or

othe

rwis

e op

pose

s di

scri

min

atio

n un

der

thes

e Fe

dera

l law

s.

Any

per

son

who

bel

ieve

s a

cont

ract

or h

as v

iola

ted

its n

ondi

scri

min

atio

n or

af

firm

ativ

e ac

tion

oblig

atio

ns u

nder

the

auth

oriti

es a

bove

sho

uld

cont

act

imm

edia

tely

:

The

Offi

ce o

f Fed

eral

Con

trac

t Com

plia

nce

Prog

ram

s (O

FCC

P), U

.S.

Dep

artm

ent o

f Lab

or, 2

00 C

onst

itutio

n A

venu

e, N

.W.,

Was

hing

ton,

D.C

. 20

210,

1-8

00-3

97-6

251

(tol

l-fre

e) o

r (2

02)

693-

1337

(T

TY

). O

FCC

P m

ay a

lso

be

cont

acte

d by

e-m

ail a

t OFC

CP-

Publ

ic@

dol.g

ov, o

r by

cal

ling

an O

FCC

P re

gion

al

or d

istr

ict o

ffice

, lis

ted

in m

ost t

elep

hone

dir

ecto

ries

und

er U

.S. G

over

nmen

t, D

epar

tmen

t of L

abor

.

Prog

ram

s or

Act

iviti

es R

ecei

ving

Fed

eral

Fin

anci

al A

ssis

tanc

e

RA

CE,

CO

LOR

, NAT

ION

AL

OR

IGIN

, SEX

IN

DIV

IDU

ALS

WIT

H D

ISA

BIL

ITIE

S

In a

dditi

on to

the

prot

ectio

ns o

f Titl

e V

II o

f the

Civ

il R

ight

s A

ct o

f 196

4, a

s Se

ctio

n 50

4 of

the

Reh

abili

tatio

n A

ct o

f 197

3, a

s am

ende

d, p

rohi

bits

em

ploy

men

t am

ende

d, T

itle

VI o

f the

Civ

il R

ight

s A

ct o

f 196

4, a

s am

ende

d, p

rohi

bits

di

scri

min

atio

n on

the

basi

s of

dis

abili

ty in

any

pro

gram

or

activ

ity w

hich

rec

eive

s di

scri

min

atio

n on

the

basi

s of

rac

e, c

olor

or

natio

nal o

rigi

n in

pro

gram

s or

Fe

dera

l fina

ncia

l ass

ista

nce.

Dis

crim

inat

ion

is p

rohi

bite

d in

all

aspe

cts

of

activ

ities

rec

eivi

ng F

eder

al fi

nanc

ial a

ssis

tanc

e. E

mpl

oym

ent d

iscr

imin

atio

n em

ploy

men

t aga

inst

per

sons

with

dis

abili

ties

who

, with

or

with

out r

easo

nabl

e is

cov

ered

by

Titl

e V

I if t

he p

rim

ary

obje

ctiv

e of

the

finan

cial

ass

ista

nce

is

acco

mm

odat

ion,

can

per

form

the

esse

ntia

l fun

ctio

ns o

f the

job.

pr

ovis

ion

of e

mpl

oym

ent,

or w

here

em

ploy

men

t dis

crim

inat

ion

caus

es o

r m

ay

If y

ou b

elie

ve y

ou h

ave

been

dis

crim

inat

ed a

gain

st in

a p

rogr

am o

f any

ca

use

disc

rim

inat

ion

in p

rovi

ding

ser

vice

s un

der

such

pro

gram

s. T

itle

IX o

f the

in

stitu

tion

whi

ch r

ecei

ves

Fede

ral fi

nanc

ial a

ssis

tanc

e, y

ou s

houl

d im

med

iate

ly

Edu

catio

n A

men

dmen

ts o

f 197

2 pr

ohib

its e

mpl

oym

ent d

iscr

imin

atio

n on

the

cont

act t

he F

eder

al a

genc

y pr

ovid

ing

such

ass

ista

nce.

ba

sis

of s

ex in

edu

catio

nal p

rogr

ams

or a

ctiv

ities

whi

ch r

ecei

ve F

eder

al fi

nanc

ial

assi

stan

ce.

EE

OC

9/0

2 an

d O

FC

CP

8/08

Ver

sion

s U

seab

le W

ith

11/0

9 Su

pple

men

t E

EO

C-P

/E-1

(R

evis

ed 1

1/09

)


[Sample poster only. Download original at: www.dol.gov/whd/regs/compliance/posters/mspaensp.htm ]

Not

ice

Mig

rant

and

Se

ason

al

Agr

icul

tura

lW

orke

rPr

otec

tion

Act

Th

is fe

dera

l law

requ

ires

agric

ultu

ral e

mpl

oyer

s,

agric

ultu

ral a

ssoc

iatio

ns, f

arm

labo

r con

tract

ors

and

thei

r em

ploy

ees

to o

bser

ve c

erta

in la

bor s

tand

ards

w

hen

empl

oyin

g m

igra

nt a

nd s

easo

nal f

arm

wor

kers

un

less

spe

cific

exe

mpt

ions

app

ly. F

urth

er, f

arm

labo

r co

ntra

ctor

s ar

e re

quire

d to

regi

ster

with

the

U.S

. D

epar

tmen

t of L

abor

.

Mig

rant

and

Sea

sona

l Far

mw

orke

rs

Hav

eTh

ese

Rig

hts

• To

rece

ive

accu

rate

info

rmat

ion

abou

t wag

es a

nd

wor

king

con

ditio

ns fo

r the

pro

spec

tive

empl

oym

ent

To re

ceiv

e th

is in

form

atio

n in

writ

ing

and

in E

nglis

h,

Spa

nish

or o

ther

lang

uage

s, a

s ap

prop

riate

To

hav

e th

e te

rms

of th

e w

orki

ng a

rrang

emen

t up

held

To

hav

e fa

rm la

bor c

ontra

ctor

s sh

ow p

roof

of

regi

stra

tion

at th

e tim

e of

recr

uitm

ent

• • •

Avi

so

Ley

de P

rote

cció

n de

Trab

ajad

ores

M

igra

ntes

y

Tem

pora

les

en

la A

gric

ultu

ra

Est

a le

y fe

dera

l exi

ge q

ue lo

s pa

trone

s ag

rícol

as, l

as a

soci

acio

nes

agríc

olas

, los

con

tratis

tas

de m

ano

de o

bra

agríc

ola

(o tr

oque

ros)

, y s

us

empl

eado

s cu

mpl

an c

on c

ierta

s no

rmas

labo

rale

s cu

ando

ocu

pan

a lo

s tra

baja

dore

s m

igra

ntes

y te

mpo

rale

s en

la a

gric

ultu

ra, a

men

os q

ue s

e ap

lique

n ex

cepc

ione

s es

pecí

ficas

. Lo

s co

ntra

tista

s, o

troq

uero

s, ti

enen

ad

emás

la o

blig

ació

n de

regi

stra

rse

con

el D

epar

tam

ento

del

Tra

bajo

.

Los

Trab

ajad

ores

Mig

rant

es y

Tem

pora

les

en la

A

gric

ultu

raTi

enen

los

Der

echo

s Si

guie

ntes

• Rec

ibir

deta

lles

exac

tos

sobr

e el

sal

ario

y la

s co

ndic

ione

s de

trab

ajo

del

empl

eo fu

turo

R

ecib

ir es

tos

dato

s po

r esc

rito

en in

glés

, en

espa

ñol,

o en

otro

idio

ma

que

sea

apro

piad

o C

umpl

imie

nto

de to

das

las

cond

icio

nes

de tr

abaj

o co

mo

fuer

on

pres

enta

das

cuan

do s

e le

s hi

zo la

ofe

rta d

e tra

bajo

A

l ser

recl

utad

os p

ara

un tr

abaj

o, v

er u

na p

rueb

a de

que

el c

ontra

tista

se

hay

a re

gist

rado

con

el D

epar

tam

ento

del

Tra

bajo

• • •


• To

be p

aid

wag

es w

hen

due

To re

ceiv

e ite

miz

ed, w

ritte

n st

atem

ents

of e

arni

ngs

for e

ach

pay

perio

d To

pur

chas

e go

ods

from

the

sour

ce o

f the

ir ch

oice

To

be

trans

porte

d in

veh

icle

s w

hich

are

pro

perly

in

sure

d an

d op

erat

ed b

y lic

ense

d dr

iver

s, a

nd w

hich

m

eet f

eder

al a

nd s

tate

saf

ety

stan

dard

s Fo

r mig

rant

farm

wor

kers

who

are

pro

vide

d ho

usin

g

• • • • ✽T

o be

hou

sed

in p

rope

rty w

hich

mee

ts fe

dera

l an

d st

ate

safe

ty a

nd h

ealth

sta

ndar

ds

✽T

o ha

ve th

e ho

usin

g in

form

atio

n pr

esen

ted

to

them

in w

ritin

g at

the

time

of re

crui

tmen

t ✽

To

have

pos

ted

in a

con

spic

uous

pla

ce a

t the

ho

usin

g si

te o

r pre

sent

ed to

them

a s

tate

men

t of

the

term

s an

d co

nditi

ons

of o

ccup

ancy

, if a

ny

Wor

kers

who

bel

ieve

thei

r rig

hts

unde

r the

act

hav

e be

en v

iola

ted

may

file

com

plai

nts

with

the

depa

rtmen

t’sW

age

and

Hou

r Div

isio

n or

may

file

sui

t di

rect

ly in

fede

ral d

istri

ct c

ourt.

The

law

pro

hibi

ts

empl

oyer

s fro

m d

iscr

imin

atin

g ag

ains

t wor

kers

who

file

co

mpl

aint

s, te

stify

or i

n an

y w

ay e

xerc

ise

thei

r rig

hts

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W

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76

Rev

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Apr

il 19

83


[Sample poster only. Download original at: www.dol.gov/whd/posters/pdf/WHD1491Eng_H2A.pdf ]

U.S. Department of Labor Wage and Hour Division

For additional information:

WHD 1491 February 2010

1-866-4-USWAGE(1-866-487-9243) TTY: 1-877-889-5627

WWW.WAGEHOUR.DOL.GOV

UNDER THE H-2A PROGRAMEMPLOYEE RIGHTS

• Toreceiveaccurate,WRITTEN INFORMATIONaboutthewages,hours,workingconditions,andbenefitsoftheemploymentbeingoffered

• Toreceivethisinformationpriortogettingavisaandnolaterthanonthefirstdayofwork• Toreceivethisinformationinalanguageunderstoodbytheworker

• TobePAIDatleasttwicepermonthattheratestatedintheworkcontract• Tobeinformed,inwriting,ofallDEDUCTIONS(nototherwiserequiredbylaw)thatwillbemadefromtheworker’spaycheck

• Toreceiveanitemized,writtenSTATEMENT OF EARNINGS(paystub)foreachpayperiod• TobeguaranteedemploymentforatleastTHREE-FOURTHS(75%)ofthetotalhourspromisedintheworkcontract

• Tobeprovidedor,uponcompletionof50percentoftheworkcontractperiod,reimbursedforreasonablecostsincurredfortransportationanddailymealstotheplaceofemployment

• Uponcompletionoftheworkcontract,tobeprovidedorpaidforreturntransportationanddailymeals

• Forworkerslivinginemployer-providedhousing,tobeprovidedTRANSPORTATION,atnocosttotheworker,betweenthehousingandtheworksite

• Allemployer-providedtransportationmustmeetapplicablesafetystandards,beproperlyinsured,andbeoperatedbylicenseddrivers

• Foranyworkerwhoisnotreasonablyabletoreturntohis/herresidencewithinthesameday,tobeprovidedHOUSING AT NO COST

• Employer-providedhousingmustmeetapplicablesafetystandards• Workerswholiveinemployer-providedhousingmustbeofferedthreemealsperdayatnomorethanaDOL-specifiedcost,orprovidedfreeandconvenientcookingandkitchenfacilities

• TobeprovidedstateWORKERS’ COMPENSATION insuranceoritsequivalent• Tobeprovided,atnocost,allTOOLS,supplies,andequipmentrequiredtoperformtheassignedduties

• TO BE FREE FROM DISCRIMINATIONordischargeforfilingacomplaint,testifying,orexercisingyourrightsinanywayorhelpingotherstodoso

• EmployersMUSTcomplywithallotherapplicablelaws(includingtheprohibitionagainstholdingworkers’passportsorotherimmigrationdocuments)

• EmployersandtheiragentsMUSTNOTreceivepaymentfromanyworkerforanycostsrelatedtoobtainingtheH-2Acertification(suchasapplicationandrecruitmentfees)

• EmployersMUSTdisplaythisposterwhereemployeescanreadilyseeit• EmployersMUSTNOTlayoffordisplacesimilarlyemployedU.S.workerswithin60daysofthedateofneedforH-2Aworkers

• EmployersMUSThireanyeligibleU.S.workerwhoappliesduringthefirst50percentoftheapprovedworkcontractperiod

DISCLOSURE

WAGES

TRANSPORTATION

HOUSING

ADDITIONAL PROVISIONS

THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISIONThe Immigration and Nationality Act (INA) allows for the employment of temporary non-immigrant workers inagriculture(H-2AWORKERS)onlyiftheemploymentofU.S.workerswouldnotbeadverselyimpacted.ToensurethatU.S.workersarenotadverselyimpacted,H-2A WORKERS and OTHER WORKERS employed on an H-2A work contract or by an H-2A employer in the same agricultural work as the H-2A workershavethefollowingrights:

Workerswhobelievetheirrightsundertheprogramhavebeenviolatedmayfileconfidentialcomplaints.

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